Low Job Satisfaction Research Articles

The prevalence and influencing factors for compassion fatigue among nurses in Fangcang shelter hospitals: A cross-sectional study.

We aim to investigate the prevalence and associated factors for compassion fatigue among nurses in Fangcang Shelter Hospitals in Wuhan. Studies have shown that compassion fatigue was more common among nurses than other health-care providers, and its predictors were also different. In recent years, most studies have investigated compassion fatigue in emergency and oncology nurses, whereas there is little information on compassion fatigue among nurses from the frontline of Fangcang Shelter Hospitals during the COVID-19 pandemic. A descriptive, cross-sectional design was used in this study. An online survey was conducted among nurses (n = 972) of five Fangcang Shelter Hospitals in Wuhan, Hubei province, China, from 6 March to 10 March 2020. A self-administered questionnaire including demographic information, work-related information, General Health Questionnaire, Perceived Stress Scale and Compassion Fatigue Scale was used. The prevalence of compassion fatigue among nurses in Fangcang Shelter Hospitals was moderate, and most cases were mild. There was a significant relationship between compassion fatigue and work-related factors, mental health and perceived stress among nurses working in Fangcang Shelter Hospitals. Various factors contribute to compassion fatigue, including lower job satisfaction and job adaptability, less praise from patients, more fear of infection and more perceived stress. A good working atmosphere, organizational support and psychological consultation are essential to alleviate nurses' compassion fatigue during the anti-epidemic period.

Critical incident exposure among custody and noncustody correctional workers: Prevalence and impact of violent exposure to work-related trauma.

Correctional workers are at high risk for exposure to trauma, both as direct violence and as threats to their safety and well-being. The distress associated with these critical incidents (CIs) affects mental and physical health. Current tools are limited for detecting CIs in this workforce and are therefore insufficient for addressing correctional worker trauma. Community prison employees (N = 105) self-reported CIs using the adapted Correctional Worker Critical Incident Survey (CWCIS). We examined: (1) prevalence of CIs and occurrences, (2) differences in exposures to CIs by custody and noncustody staff, and (3) differences in job satisfaction, posttraumatic stress (PTSD), lower back disease, and health behaviors, such as missed work and sleep. CIs occurred among most staff (59%) and more often for custody staff as compared to noncustody staff. CIs most often experienced were coworker injury, exposure to disease, and badly beaten adults (frequency 10-50). For the 1-9 frequency category, the most described events were: seeing someone dying, life threatened, and coworker injury. PTSD was identified in 44% of staff, and those who experienced CIs reported lower job satisfaction, greater feelings of PTSD, and more work absences than those not experiencing CIs (p < 0.05). CIs and PTSD are prevalent among custody and noncustody correctional workers; and job dissatisfaction, PTSD, and work absence are significantly worse for those who experienced CIs. The CWCIS detected CIs; future study is needed to inform trauma prevention, reduction, and rehabilitation interventions specific to correctional work.

Job satisfaction in midwives and its association with organisational and psychosocial factors at work: a nation-wide, cross-sectional study

BackgroundMidwives report a challenging work environment globally, with high levels of burnout, insufficient work resources and low job satisfaction. The primary objective of this study was to identify factors in the organisational and psychosocial work environment associated with midwives’ job satisfaction. A secondary objective was to identify differences in how midwives assess the organisational and psychosocial work environment compared to Swedish benchmarks.MethodsThis nation-wide, cross-sectional web survey study analysed midwives’ assessment of their organisational and psychosocial work environment using the COPSOQ III instrument. A multivariable, bi-directional, stepwise linear regression was used to identify association with job satisfaction (N = 1747, 99.6% women). A conventional minimal important score difference (MID ± 5 as a noticeable difference with clinical importance) were used to compare midwives’ results with Swedish benchmarks.ResultsA multivariable regression model with 13 scales explained the variance in job satisfaction (R2 = .65). Five scales, possibilities for development, quality of work, role conflict, burnout and recognition, explained most of the variance in midwives’ job satisfaction (R2 = .63) and had β values ranging from .23 to .10. Midwives had adverse MID compared to Swedish benchmarks with higher difference in mean values regarding quantitative demands (8.3), work pace (6.0) emotional demand (20.6), role conflicts (7.9) and burnout (8.3). In addition, lower organisational justice (-6.4), self-rated health (-8.8), influence (-13.2) and recognition at work (-5.8). However, variation and meaning of work showed a beneficial difference in mean values with 7.9 and 13.7 respectively.ConclusionsMidwives reported high levels of meaningfulness in their work, and meaningfulness was associated with job satisfaction. However, midwives also reported adversely high demands and a lack of influence and recognition at work and in addition, high role conflict and burnout compared to Swedish benchmarks. The lack of organisational resources are modifiable factors that can be taken into account when structural changes are made regarding organisation of care, management and resource allocation. Midwives are necessary to a high quality sexual, reproductive and perinatal health care. Future studies are needed to investigate if job satisfaction can be improved through professional recognition and development, and if this can reduce turnover in midwives.

Work Motivation in the Public Service: A Scale Development Based on the Self-Determination Theory

Work motivation in the public service (WMPS) was proposed to address street-level bureaucrats’ work motivation based on the self-determination theory (SDT). Using mixed methods, the present study developed the WMPS scale within a Chinese context. A series of analyses supported the construct validity, reliability, content validity, convergent and discriminant validity, and criterion validity of the WMPS scale. The scale includes 20 scale items in six dimensions: intrinsic motivation, identified regulation, instrumental regulation, introjected regulation, external regulation, and amotivation. Correlation analysis demonstrated that a supportive work climate such as perceived autonomy and relatedness would positively associate with autonomous motivation and negatively associate with controlled motivation and amotivation. Besides, autonomous motivation was positively associated with positive outcomes such as higher job satisfaction and lower turnover intention, while external regulation and amotivation were more likely to relate to negative outcomes (e.g., lower job satisfaction and higher turnover intention). This study contributes to the literature by providing a theory-based measurement instrument for future studies on public employees’ motivation and work-related behavioral outcomes.

Factors Affecting the Job Satisfaction of U.S. Adult Endocrinologists: A Nationwide Survey

ObjectiveDespite the increased demand and worsening burnout among U.S. endocrinologists, there is a paucity of data on job satisfaction and associated factors. This study examines the factors associated with job satisfaction among a nationally representative sample of U.S. endocrinologists. MethodsWe conducted a cross-sectional survey of 1700 U.S. adult endocrinologists on the Facebook group “Endocrinologists.” The survey was conducted over 4 weeks using an anonymous online questionnaire. The 45-question survey assessed job and salary satisfaction scores on a 5-point Likert scale along with multiple job-related variables. Univariate and multivariate analyses were conducted to identify the factors affecting job satisfaction. ResultsOut of 1700, 654 adult endocrinologists (504 women and 139 men) completed the survey. The mean job satisfaction score was 3.72 ± 0.86, with 67.5% having high job satisfaction. Comparatively, 339 (52.1%) had high salary satisfaction. There was a statistically significant relationship between the job and salary satisfaction scores (P < .01). Factors significantly associated with the job satisfaction score (P < .05) included the practice region, gender, number of medical assistants per endocrinologist, self-performance of thyroid ultrasound, and number of patients in the hospital per week. Multivariate analysis showed that full-time employment, along with high salary satisfaction, seeing fewer new patients per day, performing thyroid ultrasounds, and fewer patients in the hospital were associated with the highest job satisfaction. ConclusionThis study found about one-third of endocrinologists to have lower job satisfaction and identified multiple modifiable factors associated with endocrinologists’ job satisfaction. Interventions focused on these potentially modifiable factors may improve job satisfaction among U.S. endocrinologists.

Coping in the Emergency Medical Services: Associations With the Personnel's Stress, Self-Efficacy, Job Satisfaction, and Health.

Emergency Medical Services personnel (EMSP) are recurrently exposed to chronic and traumatic stressors in their occupation. Effective coping with occupational stressors plays a key role in enabling their health and overall well-being. In this study, we examined the habitual use of coping strategies in EMSP and analyzed associations of coping with the personnel's health and well-being. A total of N = 106 German Red Cross EMSP participated in a cross-sectional survey involving standardized questionnaires to report habitual use of different coping strategies (using the Brief-COPE), their work-related stress, work-related self-efficacy, job satisfaction, as well as mental and physical stress symptoms. A confirmatory factor analysis corroborated seven coping factors which have been identified in a previous study among Italian emergency workers. Correlation analyses indicated the coping factor "self-criticism" is associated with more work-related stress, lower job satisfaction, and higher depressive, posttraumatic, and physical stress symptoms. Although commonly viewed as adaptive coping, the coping factors "support/venting", "active coping/planning", "humor", "religion", and "positive reappraisal" were not related to health and well-being in EMSP. Exploratory correlation analyses suggested that only "acceptance" was linked to better well-being and self-efficacy in EMSP. Our results emphasize the need for in-depth investigation of adaptive coping in EMSP to advance occupation-specific prevention measures.

Predictors of the Occupational Burnout of Healthcare Workers in Poland during the COVID-19 Pandemic: A Cross-Sectional Study.

The study aims at analysing the occupational burnout phenomenon, the level of anxiety and depression, as well as the quality of life (QOL) of healthcare workers (HCW) during the COVID-19 pandemic. There were 497 healthcare workers examined across Poland. The Maslach Burnout Inventory (MBI), Hospital Anxiety Depression Scale (HADS) and World Health Organization Quality of Life Instrument Short Form (WHOQOL BREF) were used. A total of 71.63% (356) of the respondents presented high and moderate levels of emotional exhaustion during the pandemic, 71.43% (355) reported low and moderate job satisfaction levels, whereas 40.85% (203) displayed high and moderate levels of depersonalization. A group of 62.57% (n = 311) demonstrated clear or borderline states of anxiety disorders, while 38.83% (n = 193) suffered from depression or its borderline symptoms. Direct predictors of occupational burnout included: escalating depression; quality of life domains such as the physical, psychological and social; being provided personal protective equipment (PPE) by an employer; age; medical profession; and material status. Emotional exhaustion appeared to be much higher in nursing and ‘other’ medical professionals than in physiotherapists (p = 0.023). In the times of pandemic, the occupational burnout prophylaxis ought to be focused on early recognition of depression like symptoms and their treatment, as well as providing the staff with PPE and satisfying earnings.

Aggressive Superior-Subordinate Communication as a Predictor of Occupational Outcomes among Roman Catholic Sisters and Priests in India

ABSTRACT The research reported here responds to two calls for research: 1) to study organizational communication in religious settings, and 2) to extend the study of communication beyond WEIRD samples (Western, Educated, Industrialized, Rich, Democratic). In answering those calls, we examined aggressive superior-subordinate communication in ecclesiastical occupations (EO) in the Roman Catholic Church in India. Consistent with prior research, superior verbal aggressiveness predicted negative subordinate responses and was a stronger predicter than superior argumentativeness, which predicted positive subordinate responses. These patterns, however, were qualified by the interactions observed. Specifically, superior aggressive communication was a stronger predictor of responses among priests than sisters, and it predicted more positive job outcomes for priests (e.g., higher job satisfaction), but more negative ones for sisters (e.g., lower job satisfaction). Furthermore, the positive verbal aggressiveness-occupational outcomes relationships run counter to US-based aggressive communication theory and empirical research, as does the positive correlation observed between argumentativeness and verbal aggressiveness. Results of this research underscore the importance of testing the generalizability of communication knowledge originating from WEIRD samples to non-WEIRD populations.

Are they ready? Moderators of the correlation between work affect and job satisfaction felt by teachers of inclusive and special schools.

The study aimed to determine to what extent emotions experienced at work are predictors of the level of teachers' job satisfaction. The moderating role of the type of school - inclusive and special - for this correlation was also analysed. The study involved 214 teachers at three levels of inclusive and special schools (primary, middle and high) attended by pupils with special educational needs. The respondents represented various age groups. The study used the Work Affect Scale and the Satisfaction with Job Scale. The results clearly suggest that the emotions teachers experience at work are a strong predictor of their job satisfaction - positive emotions imply high job satisfaction whereas negative emotions imply low job satisfaction. This regularity exists in both the responding teacher groups. It was determined that the type of an institution does not significantly affect the above predictive attribute of organizational work affect. Positive work-related emotions and average and high job satisfaction felt by ca. 2/3 of the responding inclusive and special school teachers suggest that both these groups are fully ready for high-quality education for all.

The mechanism of dirty worker occupational stigma and its coping strategies

<p id=C6>“Dirty work” refers to occupational activities that are physically disgusting, that symbolize degradation, that wound the individual’s dignity, or that run counter to the more heroic of our moral conceptions. Firstly, the definition of dirty work is defined from the perspective of objective work characteristics, subjective cognition and contingency, and individual stigma, occupational stigma and organizational stigma are differentiated from the three dimensions of generation, management and dissemination. Secondly, a process model of perceived threat of occupational stigma was constructed based on cognitive evaluation theory, including :(1) antecedents and characteristics of occupational stigma. Antecedents of occupational stigma can be divided into macro factors (laws/regulations/social policies and socio-cultural environment), medium factors (media) and micro factors (public, dirty workers and dirty characteristics of work). The characteristics of occupational stigma are concealability, controllability, centrality and Disruptiveness. (2) Strategies for managing occupational stigma. According to the object and level of change, management strategies can be divided into four categories: individual/behavioral strategy, individual/cognitive strategy, collective/behavioral strategy and collective/cognitive strategy. Individual/behavioral strategies, including personal mobility, information management and confronting or countering outsiders perceptions of taint and outsiders behaviours, mainly refer to the strategies used by dirty workers to avoid damage to their own image by keeping a distance from negative occupational groups and distracting the attention of the audience, or to change others negative evaluation of dirty work by taking active actions. Individual/cognitive strategies, including individualized strategies, acceptance, and emotional labor, mainly refer to the strategies used by dirty workers to reduce the negative impact of occupational stigma by reconstructing their individual cognition. Collective/behavioral strategies, including social competition and realistic competition, mainly refer to the strategies used by dirty workers to improve their professional status and protect their self-esteem from threats associated with occupational stigma through inter-group competition. Collective/cognitive strategies, including occupational ideologies and social weighting, mainly refer to the strategies used by dirty workers to improve their job evaluations by challenging the validity of occupational stigma.; (3) The impact of occupational stigma on dirty workers. The results can be divided into three categories: based on mental health, attitudes and behaviors at work, and relationship outcomes. The effects on mental health are reflected in the stress and negative emotions experienced by dirty workers. The influence on work attitude and behavior is manifested in low job satisfaction, low job meaning perception, high relative deprivation, high dimission behavior, counterproductive work behavior, job burnout and low task performance. The influence on interpersonal relationship is reflected in the perception of social isolation, disrespect and discrimination of dirty workers in interpersonal communication. Potential future research directions are proposed: (1) To explore the sources of occupational stigma from a dynamic perspective; (2) To explore the path and effect of occupational stigma management based on individual and situational factors; (2)To consider diverse cultural backgrounds.

Role Stress, Job Autonomy, and Burnout: The Mediating Effect of Job Satisfaction among Social Workers in China

Social workers are at high risks of experiencing burnout. Despite abundant literature exploring the association between role stress, job autonomy, and burnout, there is a lack of clarity underlying the process that explain how role stress and job autonomy relate to the experience of burnout. Drawing upon a sample of 5,965 social workers in China, this study employed Job-Demands and Resources (JD-R) model as well as stress and coping theory to investigate how role stress and job autonomy are related with burnout through job satisfaction. Structural equation modeling (SEM) was adopted to examine the hypothetical model using AMOS 23.0. The data analysis showed that higher levels of role conflict and role ambiguity were associated with lower job satisfaction, which resulted in higher burnout. Whereas, higher levels of job autonomy were associated higher job satisfaction, which resulted in lower burnout. This study provided implications for human resource management of social work organizations. Reducing role conflict and role ambiguity and improving their job satisfaction combined with increasing job autonomy may be effective in protecting social workers from burnout. Future studies should include social workers in public sector into analysis to enrich our understanding regarding burnout of different groups of social workers.

Higher Work-Privacy Conflict and Lower Job Satisfaction in GP Leaders and Practice Assistants Working Full-Time Compared to Part-Time: Results of the IMPROVEjob Study.

Background: Work-privacy conflict (WPC) has become an important issue for medical professionals. The cluster-randomized controlled IMPROVEjob study aimed at improving job satisfaction (primary outcome), with additional outcomes such as examining the work-privacy conflict in German general practice personnel. Using baseline data of this study, the relationship between work-privacy conflict and job satisfaction (JS) was analyzed. In addition, factors associated with higher WPC were identified. Methods: At baseline, 366 participants (general practitioners (GPs) in leadership positions, employed general practitioners, and practice assistants) from 60 German practices completed a questionnaire addressing socio-demographic data and job characteristics. Standardized scales from the German version of the COPSOQ III requested data concerning job satisfaction and work-privacy conflict. Both scores range from 0 (lowest) to 100 (highest). Multilevel analysis accounted for the clustered data. Statistical analyses were performed using IBM SPSS and RStudio software, with a significance level set at p < 0.05. Results: Job satisfaction was 77.16 (mean value; SD = 14.30) among GPs in leadership positions (n = 84), 79.61 (SD = 12.85) in employed GPs (n = 28), and 72.58 (SD = 14.42) in practice assistants (n = 254). Mean values for the WPC-scale were higher for professionals with more responsibilities: GPs in leadership positions scored highest with 64.03 (SD = 29.96), followed by employed physicians (M = 45.54, SD =30.28), and practice assistants (M = 32.67, SD = 27.41). General practitioners and practice assistants working full-time reported significantly higher work-privacy conflict than those working part-time (p < 0.05). In a multilevel analysis, work-privacy conflict was significantly associated with job satisfaction (p < 0.001). A multiple regression analysis identified working hours, as well as and being a practice owner or an employed physician as factors significantly influencing WPC. Discussion: WPC was high among general practice leaders and practice personnel working full-time. Future interventions to support practice personnel should focus on reducing WPC, as there is good evidence of its effects on job satisfaction.

Job Satisfaction and Psychological Distress among Help-Seeking Men: Does Meaning in Life Play a Role?

Men’s low job satisfaction has been shown to be associated with greater symptoms of psychological distress. Meaning in life may be an important factor in this relationship, but its role as a mediator has not been reported. The present study investigated meaning in life as a mediator in the relationship between job satisfaction and psychological distress among men. A total of 229 employed Canadian men participated in a cross-sectional survey, completing measures of depression and anxiety symptoms, anger severity, job satisfaction, and the presence of meaning in life. Zero-order correlations were calculated, and regression with mediation analyses were conducted; two models were tested: one for anxiety/depression symptoms and one for anger, as the dependent variables. Both mediation models emerged as significant, revealing a significant mediating effect for job satisfaction on the symptoms of psychological distress (anxiety/depression symptoms, anger) through meaning in life, even while controlling for salient confounding variables including COVID-related impacts. Lower job satisfaction was associated with less meaning in life, which in turn was associated with more symptoms of depression, anxiety, and anger. The findings highlight the importance of job satisfaction in the promotion of a sense of meaning in life among men, leading to improved psychological well-being both inside and outside of the workplace.

Understanding the role of job quality in the association of employees’ career change to self-employment and job satisfaction

Purpose– While researchers have discussed the association between career change to self-employment and job satisfaction, few have considered how the association is achieved. Therefore, in this study, the authors aim to explain this relationship from the perspective of job quality. The authors build on job design theory to propose and empirically test how fluctuations in job satisfaction as associated with the transition to self-employment can be explained by changes in job quality.Design/methodology/approach– The authors tested their propositions using a longitudinal, nationally representative database from Australia for the 2005–2019 period. The final sample included 108,384 observations from 18,755 employees.Findings– In line with the literature, the authors found that job incumbents experienced low job satisfaction in the years prior to their career change to self-employment and that their job satisfaction improved after the transition. More importantly, the authors found the same change pattern for job quality – measured as job autonomy and skill variety – and the statistical results demonstrated that job quality was the key determinant of job satisfaction during the process.Practical implications– This study advocates the importance of job quality in managing employee wellbeing and facilitating retention.Originality/value– The authors contribute to the literature by uncovering how job quality, represented by skill variety and job autonomy, can explain fluctuations in job satisfaction during individuals’ career change from paid employment to self-employment.

SOCIO-DEMOGRAPHIC CORRELATES OF JOB SATISFACTION AMONG NURSES AND MIDWIVES IN HEALTH FACILITIES IN THE BOLE DISTRICT OF THE SAVANNAH REGION, GHANA.

In the Ghanaian health system, low job satisfaction has been shown to affect service delivery. It is indicated that poor remuneration, non-conducive working environments and poorly resourced healthcare facilities influence job satisfaction and affect quality healthcare delivery. In this study, the relationship between socio-demographic variables and job satisfaction were examined. An analytical cross-sectional design and a multistage sampling technique were employed and the Mueller/McCloskey Nurse Job Satisfaction Scale was adapted and used to carry out interviews among 156 nurses and midwives in the Bole District of the Savannah Region. Spearman’s correlational analysis was done at 95% confidence level (p 0.05); marital status (r=-0.120, p=0.137&gt; 0.05); level of education (r=0.055, p=0.576&gt;0.05); working experience (r=0.135, p=0.094) and job satisfaction. Job type by healthcare profession was the only socio-demographic variable that predicted job satisfaction. Whilst the midwives were more likely to be dissatisfied, the nurses were more likely to be satisfied. It is recommended that nursing leaders and policy makers should institute motivational packages in consonance with the job types of these health professionals and respecting their rights to be involved in decision making and creating fair promotion opportunities. &#x0D; Keywords: Nurse, Midwife, Job Satisfaction, Socio-demographic Factors, Bole District.&#x0D; &#x0D;

GP wellbeing during the COVID-19 pandemic: a systematic review.

Doctors' organisations in the UK have reported worrying levels of work-related stress and burnout in the GP workforce for some time, and the COVID-19 pandemic has presented clear new challenges. To synthesise international evidence exploring the impact of COVID-19 on primary care doctors' mental health and wellbeing, and identify risk factors associated with their psychological wellbeing during this time. Mixed-methods systematic review. Six bibliographic databases, Google Scholar, and MedRxiv were searched on 19 November 2020 and 3 June 2021 to identify studies of GP psychological wellbeing during the pandemic. Reference checking was also conducted. Two reviewers selected studies, extracted data, and assessed the quality of studies using standardised tools. Heterogeneity in outcomes, setting, and design prohibited statistical pooling; studies were combined using a convergent integrated thematic synthesis. Thirty-one studies were included. Multiple sources of stress were identified including changed working practices; risk, exposure, and inadequate personal protective equipment (PPE); information overload; pandemic preparedness; and cohesion across sectors. Studies demonstrated an impact on psychological wellbeing, with some GPs experiencing stress, burnout, anxiety, depression, fear of COVID-19, lower job satisfaction, and physical symptoms. Studies reported gender and age differences: women GPs had poorer psychological outcomes across all domains, and older GPs reported greater stress and burnout. Use of outcome measures and reporting practice varied greatly. This review of international evidence demonstrates that the COVID-19 pandemic has adversely affected GPs' wellbeing around the world. Further research could explore gender and age differences, identifying interventions targeted to these groups.

Assessment of Non-physical User Violence and Burnout in Primary Health Care Professionals. The Modulating Role of Job Satisfaction.

IntroductionGrowing concern about workplace violence shows the need for an evaluation in specific contexts in order to identify the particularities of each professional group. The health sector consists of a group of professionals with high exposure to violence, specially from users. There are differences depending on the professional category or unit in which the professional works. In this regard, Primary Health Care (PHC) is characterized by a personalized and continuous patient treatment over time, which is not exempt from cases of violence. Among the commonly studied consequences of these situations are decreases in job satisfaction and burnout.ObjectiveThe main objective of this study is to analyze the modulating role of job satisfaction in the relationship between non-physical user violence and the onset of burnout.MethodsCross-sectional comparative descriptive design. The sample consisted of 574 professionals from 39 PHC centers of the Murcian Health Service. Data were collected using two-stage cluster sampling. For data analysis, descriptive analysis, correlations and stepwise hierarchical regression were used to analyze the interaction between the variables.ResultsRegression analysis draws a model where non-physical violence and low intrinsic and extrinsic job satisfaction act as modulators of non-physical violence, cynicism and emotional exhaustion.ConclusionsThis study provides evidence of the psychological consequences of the perception of user violence in the PHC staff. Furthermore, it is evident that the emergence of burnout syndrome in these professionals is related to exposure to verbal or non-physical violence together with low job satisfaction. In this sense, a circular and bidirectional relationship between the variables studied is proposed as a possible explanatory model.

Madrasah teacher job satisfaction, how does it relate to work motivation? A meta-analysis

The low quality of education refers to teachers' low work motivation and job satisfaction. These two variables are important because they affect their performance in madrasas. Therefore, this paper aims to analyze the relationship between teacher work motivation and madrasah teachers job satisfaction in the last ten years. This research uses meta-analysis and systematic review using JASP 0.14.1.0 software. The data found as many as 25 papers through a search, and nine papers were selected according to predetermined characteristics. The data taken from the selected articles is the number of samples (N) and the correlation value (r) in each paper, and then the effect size is analyzed. The study results found that the effect size value resulting from the relationship between the two variables was 0.610, with a moderate category at a 95 per cent confidence level at an interval of 0.450 to 0.770. The meta-analysis results in this study have stated the consistency of the results of previous studies and have strengthened existing theories, so it can be concluded that there is a significant relationship between work motivation and madrasah teachers job satisfaction. Recommendations from the results of this study, it is necessary to conduct further research on job satisfaction of honorary teachers at every level of madrasah education.

A latent profile analysis of perceiving and living a calling

In the current study we used latent profile analysis (LPA) to construct profiles according to employed adult's feelings of perceiving and living out calling. A large sample of employed adults completed surveys at three time points over a six-month period. LPA was used to construct profiles at Time 1 and Time 2 and group differences among the profiles were examined according to job and life satisfaction at Time 2 and Time 3, respectively. At Time 1 and Time 2, a four-profile solution emerged as the best fit to the data with the following profiles: Enacted (high perceiving, high living), Average (average scores on both), Absent (low perceiving, low living), and Unanswered (high perceiving, low living). At both time points, participants in the Absent and Unanswered groups had significantly lower job and life satisfaction compared to the Enacted and Average groups three and six months later. Additionally, at both time points participants in the Unanswered group had lower job satisfaction, but not life satisfaction, than those in the Absent group three and six months later. Post hoc analyses suggested that participants in the Unanswered group may have more limited access to opportunity by way of lower levels of educational attainment, annual household income, and social class compared to most other profile groups. Implications for future research and practice are discussed.

Antisocial punishment in the game

<p id="p00010">“Dirty work” refers to occupational activities that are physically disgusting, that symbolize degradation, that wound the individual’s dignity, or that run counter to the more heroic of our moral conceptions. Firstly, the definition of dirty work is defined from the perspective of objective work characteristics, subjective cognition and contingency, and individual stigma, occupational stigma and organizational stigma are differentiated from the three dimensions of generation, management and dissemination. Secondly, a process model of perceived threat of occupational stigma was constructed based on cognitive evaluation theory, including :(1) antecedents and characteristics of occupational stigma. Antecedents of occupational stigma can be divided into macro factors (laws/regulations/social policies and socio-cultural environment), medium factors (media) and micro factors (public, dirty workers and dirty characteristics of work). The characteristics of occupational stigma are concealability, controllability, centrality and Disruptiveness. (2) Strategies for managing occupational stigma. According to the object and level of change, management strategies can be divided into four categories: individual/behavioral strategy, individual/cognitive strategy, collective/behavioral strategy and collective/cognitive strategy. Individual/behavioral strategies, including personal mobility, information management and confronting or countering outsiders' perceptions of taint and outsiders' behaviours, mainly refer to the strategies used by dirty workers to avoid damage to their own image by keeping a distance from negative occupational groups and distracting the attention of the audience, or to change others' negative evaluation of dirty work by taking active actions. Individual/cognitive strategies, including individualized strategies, acceptance, and emotional labor, mainly refer to the strategies used by dirty workers to reduce the negative impact of occupational stigma by reconstructing their individual cognition. Collective/behavioral strategies, including social competition and realistic competition, mainly refer to the strategies used by dirty workers to improve their professional status and protect their self-esteem from threats associated with occupational stigma through inter-group competition. Collective/cognitive strategies, including occupational ideologies and social weighting, mainly refer to the strategies used by dirty workers to improve their job evaluations by challenging the validity of occupational stigma.; (3) The impact of occupational stigma on dirty workers. The results can be divided into three categories: based on mental health, attitudes and behaviors at work, and relationship outcomes. The effects on mental health are reflected in the stress and negative emotions experienced by dirty workers. The influence on work attitude and behavior is manifested in low job satisfaction, low job meaning perception, high relative deprivation, high dimission behavior, counterproductive work behavior, job burnout and low task performance. The influence on interpersonal relationship is reflected in the perception of social isolation, disrespect and discrimination of dirty workers in interpersonal communication. Potential future research directions are proposed: (1) To explore the sources of occupational stigma from a dynamic perspective; (2) To explore the path and effect of occupational stigma management based on individual and situational factors; (2)To consider diverse cultural backgrounds.