Lower Levels Of Job Satisfaction Research Articles

The role of coping strategies in subjective wellbeing indicators of non-profit workers

This study examines the relationship between coping styles, job satisfaction, and subjective wellbeing among non-profit (NPO) workers serving refugees. A sample of 228 paid and volunteer NPO workers based in Turkey was analysed, revealing generally high levels of job satisfaction and widespread utilisation of coping mechanisms. The most common coping strategies among NPO workers include social support, exercise, and prayer/spirituality. Interestingly, while no significant variations were found in happiness and life satisfaction scores based on coping strategies, there were significant differences in job satisfaction scores. Specifically, employing prayer/spirituality as a coping strategy is associated with higher levels of happiness, life satisfaction, and job satisfaction. These results suggest the potential benefits of incorporating prayer/spirituality into coping mechanisms within the NPO work. Conversely, workers who did not utilise any coping strategies reported the lowest levels of job satisfaction, highlighting the importance of employing coping strategies to enhance job satisfaction in NPO work.

The Mental Wellbeing of Child and Adolescent Mental Health Service (CAMHS) Workers in England: A Cross-Sectional Descriptive Study Reporting Levels of Burnout, Wellbeing and Job Satisfaction.

In the UK, there has been a notable increase in referrals to specialist children's mental health services. This, coupled with shortages of qualified staff, has raised concerns about the escalating occupational stress experienced by staff in this sector. In this brief report, we present cross-sectional quantitative data from 97 staff members working in one Child and Adolescent Mental Health Service (CAMHS) in the UK during spring 2023, reporting on their wellbeing, job satisfaction, and burnout. Our findings reveal that over a third of CAMHS staff experienced moderate or high levels of work-related burnout; 39% reported moderate or high levels of personal burnout, but levels of client-related burnout were much lower (13%). Both work- and client-related burnout showed a robust negative relationship with job satisfaction, with higher burnout predicting lower levels of job satisfaction. Only a small proportion of respondents reported high levels of wellbeing, with about a quarter experiencing levels of wellbeing that can be considered indicative of mild or clinical depressive symptoms. Whilst these results are from a small sample in one area of the UK, they present an important snapshot of CAMHS staff wellbeing and are discussed in the context of similar trends reported in the wider NHS sector.

The Mediating Role of Anxiety in the Relationship between Job Satisfaction and Psychosocial Functions of Nurses and Pediatricians in PICUs.

Job satisfaction refers to an individual's overall attitude towards their job. It is influenced by various factors such as work environment, job role, work-life balance, compensation, anxiety, opportunities for growth and development. However, low levels of job satisfaction can have a significant impact on an individual's mental health and overall well-being. We contacted this study in order to assess the effect of PICU nurses' and pediatricians' job satisfaction on their psychosocial functioning and to examine the role of anxiety as a mediating factor in this relationship. A sample of 155 nurses and pediatricians at 7 University Hospitals in Greece has consented to participate in the study. Socio-demographic data, Hamilton Rating Scale for Anxiety, Minnesota Satisfaction Questionnaire -short form and a Brief Inventory of Psychosocial Functioning were used to evaluate anxiety, job satisfaction and psychosocial functions. According to our results, participants with moderate or severe levels of anxiety showed moderate or low job satisfaction, while moderate or severe anxiety was also associated with low levels of participants' psychosocial functioning. Job satisfaction is a dynamic situation that is affected by the levels of anxiety of each worker in PICU. The presence of anxiety may be related to comorbid mental health disorders since it affects the psychosocial functions of the worker. We propose a longer rest period, a change of department in case an employee wishes it or shows symptoms of increased stress or another mental health disorder, regular assessments by mental health experts for all PICU's staff and support after a diagnosis of a mental health problem.

Turnover intentions of police officers: Influence of burnout, supervisor support, and job satisfaction

Abstract Public service employees are often those in front-line positions, and face stress due to their boundary spanning job requirements. During the Covid 19 pandemic, additional strain was felt by these front-line workers as they were required to continue close contact with others. For police officers, stress may lead to psychological effects such as burnout, lower levels of job satisfaction, and higher levels of turnover intentions. Additionally, some occupational groups such as policing are at a higher risk of developing mental health problems. This is becoming increasingly important for many cities and their police department budgets, as increasing labor costs for staffing and turnover has become a major concern. This study seeks to better understand how these specific factors influence turnover intentions for police officers in a mid-size suburban US police department, how organizations can help address mental health, and make practical suggestions on how to impact these staffing decisions.

Relationship Between Job Satisfaction and Burnout Among Nurses

Over the last spans burnout and job satisfaction were highly momentous in nursing. Burnout and job satisfaction is a psychosomatic issue that appears in difficult personal relations as sections of their work environment Objective: To explore the relationship between job satisfaction and burnout among nurses. Methods: A descriptive correlational study design was used to determine the relationship between job satisfaction and burnout in nurses. The study sample is 133 staff nurses. A convenient sampling technique is used to collect data from nurses of Jinnah Hospital Lahore. The study took approximately 9 months. Data analysis were done through SPSS version 21.0. Results: The majority of nurses were found to be unsatisfied with their jobs. It was observed that staff nurses' job burnout and its element existed. Most of the nurses were higher levels of depersonalization and emotional weariness compared to low accomplishment when it came to burnout components, particularly concerning emotional exhaustion. The biggest percentage of nurses experienced severe burnout and low levels of job satisfaction. The KMO, Bartlett’s test, Cronbach alpha, correlations, ANOVA, coefficients, and value have been checked the validity and reliability in our context. The value shows negative and significant results. Which also identified a substantial negative association between job satisfaction and burnout. Conclusions: Most nurses are facing significant levels of burnout and low level of job satisfaction. It recommended recently created techniques to overcome burnout and enhance job satisfaction, ultimately improving healthcare.

Comparison of Job Satisfaction by Alumni and Student Medical Representatives and The Associated Factors in Iraq

Background: Job satisfaction is a multifaceted construct that involves the intricate interplay of an employee's emotional, cognitive, and behavioral characteristics with their job. Objectives: To explore the difference in job satisfaction among alumni and student medical representatives (MRs), as well as to identify the factors that influence the job satisfaction of MRs. Methods: A cross-sectional face-to-face survey was conducted with medical school students and alumni working as MRs in various Iraqi universities. Results: A total of 449 MRs participated in this study. A statistically significant difference was found in job satisfaction items, namely recognition, responsibility, salary, and working conditions between alumni and student MRs, with higher values observed in the alumni MRs group (p-values of 0.008, 0.003, 0.029, and 0.025, respectively). More than half of the participants had low levels of job satisfaction. Conclusions: Alumni and student MRs have similar levels of job satisfaction. The factors that significantly contribute to job satisfaction among alumni MRs include recognition of good performance, increased autonomy and responsibilities, competitive salaries, and improved working conditions within the company. The satisfaction of MRs is significantly influenced by the quality of products and the reputation of the company.

Exploring the relationship between teacher job satisfaction and professional development in urban schools during a pandemic

<span lang="EN-US">Job satisfaction and professional development are the talks of teachers in facing the challenges of 21st-century learning, where they must be able to adapt to the progress and development of information and communication in technology. Therefore, this article aims to analyze teacher job satisfaction, professional development, and the interaction between the two during the pandemic. A total of 232 public and private school teachers in urban areas were used as research samples. The sampling technique used a random technique. The research used an instrument developed and validated, then distributed through the principal and school supervisor, and the data were analyzed using the correlation technique. During the pandemic, the results revealed a high level of job satisfaction for state Islamic school teachers and a low level of job satisfaction for private Islamic school teachers, as well as a high level of professional development in both public and private Islamic schools and a moderate positive correlation between teacher job satisfaction and professional development in urban schools. Therefore, teachers should develop and carry out professional development in facing the challenges of 21st-century learning.</span>

Regular and healthy nutrition and good sleep quality reduce the level of occupational burnout of nursing staff working with patients with mental disorders – an observational study

Background. Mental health nurses are burdened with risk of occupational burnout. They are exposed to severe psychological stress because they often encounter violence, assaults, beatings, suicides, patient escapes and other difficult situations in their work.Aim of the study. Analysis of occupational burnout and severity of depression symptoms among nurses working with patients with mental disorders. Material and methods. In 2022, 106 members of the nursing staff working with patients with mental disorders were examined. The Maslach Burnout Inventory Questionnaire and the Center for Epidemiologic Studies Depression Scale were used.Results. Respondents showed high levels of emotional exhaustion (43; 40.57%), depersonalization (30; 28.30%) and lack of personal achievement (60; 56.60%). The group of 30.19% (n=32) had symptoms of severe depression. The higher level of depression, the higher level of emotional exhaustion (r= 0.554, p<0.001). The higher level of depersonalization (r= 0.499, p<0.001), the lower level of job satisfaction (r= -0.59, p<0.001). The people with very good or good sleep quality had higher level of job satisfaction (p=0.001), lower level of emotional exhaustion (p<0.001) and depersonalization of (p=0.006) in contrast to people with bad quality of sleep. People who had eaten unhealthy food, had higher level of emotional exhaustion (p=0.02) and depersonalization (p=0.006), and lower level of job satisfaction (p=0.019) in contrast to people who had eaten healthy food. Conclusions. Healthy, regular nutrition and good quality of sleep appeared to be key determinants that reduce the level of occupational burnout. The results show how important are these factors in prevention.

Mobile work, individual aspirations and job satisfaction in Europe

PurposeThis article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience.Design/methodology/approachBased on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset.FindingsMobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination.Originality/valueThis paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.

Education Effects on Job-Related Constructs Among Frontline Employees in the Hotel Industry

To make tourism enterprises functioning harmonious and in order to achieve good business results, knowledgeable, engaged, service-oriented, and therefore satisfied staff is crucial, because human resources are one of the most important segments of the service quality in the tourism and hospitality industry. The study explored moderating effects of education on relationships between service orientation and work engagement on employees’ job satisfaction among employees in the hotel industry in Serbia. Moderating effects of education are particularly noticeable between service orientation and job satisfaction. Also, the results indicated that employees who had a high school degree showed the lowest level of job satisfaction, as well as service orientation and work engagement. On the other side, employees who have tourism education indicated less job satisfaction, service orientation and work engagement. Based on the insight into the employees' attitudes and behavior, managers can organize various training programs especially for employees with lower education level, in order to remove any obstacles in their work, to motivate them more and improve working conditions.

Impact of Emotional Labor on Job Satisfaction: A Study Among Nurses in Kerala

Background: Nurses play a crucial role in the healthcare system, providing care, support, and empathy to patients in various settings. However, the nursing profession is often associated with high levels of emotional labour, as nurses must manage their emotions while providing care, even in challenging situations. This study aims to investigate the impact of emotional labour on job satisfaction among nurses, recognizing the potential implications for both individual well-being and the quality of patient care. Methods: A comprehensive research approach was employed, involving a cross-sectional survey administered to a sample of registered nurses from diverse healthcare settings. The survey included standardized measures to assess emotional labour strategies, job satisfaction. Data were analysed using statistical techniques, including correlation analysis and multiple regression. Results: The results of this study revealed a significant relationship between emotional labour and job satisfaction among nurses. Specifically, nurses who reported higher levels of surface actingtended to report lower levels of job satisfaction, and higher levels of deep acting results into higher levels of job satisfaction. Conclusion: This research provides valuable insights into the impact of emotional labour on job satisfaction among nurses. The findings underscore the need for healthcare organizations to recognize the emotional demands placed on nurses and implement strategies to support their emotional well-being. By addressing these emotional labour challenges, healthcare institutions can enhance job satisfaction among nurses, potentially leading to improved patient care outcomes and overall healthcare quality. This study contributes to the growing body of literature on healthcare professionals' emotional labour experiences and their implications for job satisfaction and well-being

Acil Servis Hekimlerinin Malpraktis Korkusu ile İş Tatmini Arasındaki İlişkinin İncelenmesi

Background: The number of physicians sued for malpractice is increasing, and this situation causes a fear of malpractice in physicians. The aim of this study is to determine the malpractice fear and the level of job satisfaction among emergency physicians and to examine the relationship between these factors. Materials and methods: This cross-sectional study has been conducted with emergency physicians at four different training and research hospitals in Ankara, Türkiye. Malpractice fear and job satisfaction have been evaluated with Malpractice Fear Scale (MFS) and Job Satisfaction Scale (JSS). Questionnaire method was used in the study. Results: The research has been completed with 143 physicians [mean age: 33.10±7.0 years, age range: 24-51 years, male: 107 (74.8%)]. It was found that 19.5% of the participants were reported for malpractice, 11.8% were sued, and no one was penalized. It has been determined that the participants scored 3.6±0.9 points on the MFS and 2.4±0.7 points on the JSS in 1-5 point range. A negative, moderate, and statistically significant correlation has been found between the MFS and the JSS (r= -0.551; p<0.01). Conclusion: In our study, it has been found that emergency physicians have a high level of malpractice fear and a low level of job satisfaction. There is no statistically significant difference in the level of malpractice fear and job satisfaction according to the sociodemographic characteristics of the participants. Increased fear of malpractice decreases the job satisfaction.

The role of psychosocial risks in burnout, psychosomatic disorders, and job satisfaction: lineal models vs a QCA approach in non-university teachers

This study aims to assess the effect of psychosocial risks and resources on burnout, psychosomatic disorders, and job satisfaction using Hierarchical Regression Modelling (HRM) and Qualitative Comparative Analysis (QCA). Method. The sample consisted of 9020 non-university public education teachers (M age = 45.33 years, SD = 9.15; 72.5% women). Results. Demands variables (Workload, Emotional labour, Imbalance, and Interpersonal conflict) were better predictors than resources variables (Job autonomy, Social support, and Resources at work). Resources also significantly improved the model’s predictive capacity, except in the case of Indolence. In the QCA results, none of the conditions seems to be necessary. Regarding sufficiency, the combination of the different conditions explains between 44–49% of high levels of Burnout and between 40–47% of low levels of Burnout; between 44–47% of high levels of Psychosomatic disorders and 40–47% of low levels of Psychosomatic disorders; 49% of high Job satisfaction levels and 45–56% of low Job satisfaction levels. Conclusions. The results show that QCA models have better explanatory capacity than HRM. Some variables were not significant in HRM, but they were present in combination with other QCA model variables. The findings contribute to understanding how psychosocial risks affect workers’ health and job satisfaction.

Primary care pediatricians and job satisfaction: a cross sectional study in the Lazio region

BackgroundThe Order of Physicians and Dentists of the Province of Rome aims at focusing on the satisfaction of healthcare personnel as an essential factor for the quality of medical care in the health sector. The aim of this study is to assess and prioritize the factors that can be linked to a higher or lower degree of job satisfaction in Primary Care Pediatricians (PCPs).MethodsThis study is a cross sectional survey. A questionnaire was administered to all primary care pediatricians registered to the Order, exploring in particular the work activity organization, the level of satisfaction in their professional life, and the level of perceived health. A pilot activity was conducted to validate the questionnaire. Fisher exact test and ordinal logistic regression (ologit) models were used for the univariate and multivariate analysis.ResultsThe highest level of job dissatisfaction, in both men and women, was found to be in the practice type without any form of association; among women, it reached an even higher level for those who had their own practice at a distance of 20–40 km from their home. Women, compared to men, maintained a lower level of job satisfaction also while working in Pediatric Primary Care Units (PPCUs). In PPCUs, for the same distance, females showed a more similar pattern to males. Men working in PPCUs, regardless of distance, declared a higher degree of job satisfaction. Both men and women, working as a group pediatrician or in PPCUs, did not show a significant difference in the level of job satisfaction.ConclusionsThe study contributes to a deeper understanding of the factors that may influence levels of career satisfaction in female and male PCPs. Therefore, research and interventions regarding job satisfaction should foster an organizational network connection among PCPs for their job and individual well-being, from a perspective of enhancing patient care. A major effort to improve work-life balance and career satisfaction among women is important, suggesting that interventions for improving job satisfaction could benefit from a gender-specific approach.

The Effect of Job Satisfaction and Organizational Commitment on Turnover Intention among Employees of "X" Tourist Lodge

This research aimed to examine whether the model of job satisfaction and organizational commitment contributed to turnover intention among employees of "X" Tourist Lodge. The population for this study consisted of employees of "X" Tourist Lodge. The sampling method used was saturation sampling, where the entire population became the sample for this study, with a total of 36 respondents. The data collection method used in this study was a survey, and a partial least square was used as the data analysis tool. The results of the research showed that job satisfaction and organizational commitment had a significant effect on turnover intention among employees of "X" Tourist Lodge. Lower levels of job satisfaction among employees led to an increase in their desire to quit their jobs. Similarly, lower levels of organizational commitment among employees in achieving organizational goals led to an increased desire among employees to leave their jobs at "X" Tourist Lodge.

Increased Job Burnout and Reduced Job Satisfaction for Nurses Compared to Other Healthcare Workers after the COVID-19 Pandemic.

Nurses experience high levels of job burnout and low levels of job satisfaction, while the COVID-19 pandemic has deteriorated working conditions. In this context, our aim was to compare levels of job burnout and job satisfaction among nurses and other healthcare workers (HCWs) after the COVID-19 pandemic. Moreover, we investigated the influence of demographics and job characteristics on burnout and satisfaction. We conducted a cross-sectional study with 1760 HCWs during June 2023. We used the single-item burnout measure and the "Job Satisfaction Survey". In our sample, 91.1% of nurses experienced high levels of burnout, while the respective percentage for the other HCWs was 79.9%. Nurses' satisfaction was lower than other HCWs. In particular, 61.0% of nurses experienced low levels of satisfaction, while the respective percentage for the other HCWs was 38.8%. Multivariable analysis identified that nurses, HCWs with an MSc/PhD diploma, shift workers, and those who considered their workplace as understaffed had higher burnout score and lower satisfaction score. Our results showed that the nursing profession was an independent factor of burnout and satisfaction. Several other demographic and job characteristics affected burnout and satisfaction. Policy makers, organizations, and managers should adopt appropriate interventions to improve work conditions.

Job satisfaction among rehabilitation professionals employed in public health facilities in KwaZulu-Natal.

Job satisfaction is essential in stimulating productivity and efficiency in the health sector. Dissatisfied employees are likely to leave, which places an added burden considering the shortage of health workers. Rehabilitation professionals form a critical component of the public health workforce. The aim of the study was to document the level of job satisfaction and factors associated with job satisfaction among rehabilitation professionals employed in public health facilities in KwaZulu-Natal. A cross-sectional survey was conducted. A self-administered questionnaire was utilized. A Chi-square test and logistic regression were used to assess associations and to identify factors associated with job satisfaction. A p-value less than 0.05 was deemed statistically significant. Most participants (59%) reported a low level of overall job satisfaction. The participants were dissatisfied about not getting recognition for work related to their specific professions (61.3 %) and not being considered for career advancement (74.3 %). In addition, inadequate financial rewards (87.2%) and benefits (71.3%) were also linked to low job satisfaction. Participants displayed a low level of job satisfaction. Rehabilitation services should be prioritized, and appropriate recognition should be granted to rehabilitation professionals in order to enhance job satisfaction.

Investigating Correlates of Home Visitor Burnout, Compassion Fatigue, and Compassion Satisfaction in New York State: Implications for Home Visiting Workforce Development and Sustainability.

Home visitor well-being is integral to delivering effective home visiting services and a core component of successful home visiting program implementation. While burnout (BO), compassion fatigue (CF), and compassion satisfaction (CS) have been studied extensively in physicians, nurses, and other health providers, little is known about the correlates of these phenomena in home visitors. This cross-sectional study examined demographic characteristics (age, race, gender), health and personal experiences (anxiety, physical health, and adverse childhood experiences), and job-related factors (caseload, role certainty, job satisfaction) as correlates of BO, CF and CS among a sample of 75 home visitors employed across six MIECHV-funded agencies in New York State. Descriptive statistics were used to characterize our sample; linear regressions were employed to investigate correlates with outcomes of interest. Anxiety was significantly and positively associated with BO (β = 2.5, p < 0.01) and CF (β = 3.08, p < 0.01). Overall job satisfaction was significantly and inversely associated with BO only (β = -0.11, p < 0.001). Participants who identified as white were less likely to report higher levels of CS relative to non-white counterparts (β = -4.65, p = 0.014). Examinations of specific aspects of job satisfaction revealed significant associations between satisfaction with workplace operating conditions, nature of the work, and contingent rewards and select outcomes of interest. Prioritizing preventive measures that target correlates of BO and CF, such as higher levels of anxiety and lower levels of job satisfaction - particularly operating conditions - may improve workforce well-being, continuity of service delivery, and ultimately quality of care provided to clients.

조직 내 개인특성과 제도적 차별이 여성의 삶의 만족에 미치는 영향

This study examines the mediating effect of job satisfaction on individual characteristics, institutional discrimination, and life satisfaction among female workers. Recently, the concept of labor has been applied not only as a means of livelihood but also as a means of pursuing happiness in life. There is a growing interest in the relationship between female job satisfaction and life satisfaction. given the importance of utilizing female labor as an alternative to economic revitalization and the aging population problem, Using data from the Korean Longitudinal Survey of Women and Families, this study examined the effects of individual characteristics and institutional discrimination on life satisfaction through stepwise regression to verify the mediating effect of job satisfaction. The results showed that individual characteristics and perceptions of institutional discrimination had a significant impact on job satisfaction and life satisfaction. Job satisfaction partially mediated the relationship between individual characteristics and discrimination perception and life satisfaction. Female workers who were dissatisfied with performance recognition and interpersonal relationships within the organization had lower job satisfaction levels. This study reveals that female workers with institutional discrimination show lower life satisfaction levels.

Ergonomics as Perceived by Staff Nurses and Its Relation to Their Job Satisfaction

Context: Ergonomics is a systems-oriented discipline that extends across all aspects of the work environment and human activity to enhance safety, efficiency, quality of work-life, operators’ comfort and productivity that increase job satisfaction of the health care team members as well as staff nurses.&#x0D; Aim: This research aimed to assess ergonomics as perceived by staff nurses and its relation to their job satisfaction.&#x0D; Methods: A descriptive-analytical cross-sectional design utilized for carrying out this study. The current study was conducted in surgical building at Benha University Hospitals, Qaliobia Governorate, Egypt. Study subjects were all available (200) staff nurses. Two tools used to collect data, namely, ergonomics assessment questionnaire and job satisfaction assessment questionnaire. &#x0D; Results: The results of the study revealed that ergonomics was inadequate as perceived by more than two-thirds (71%) of the studied staff nurses. Also, more than two thirds (72.5%) of them had a low level of job satisfaction. Moreover, there was a highly statistically significant positive correlation at (P-value&lt;0.001) between total ergonomics and total job satisfaction.&#x0D; Conclusions: The study concluded that there was a highly statistically significant positive correlation between total ergonomics and total job satisfaction. The study recommended that hospital administration should deploy more efforts in improving the workplace ergonomics; this includes the work setting, and equipment. Nursing administrators should develop strategies for improving the ways of work to perform tasks that distributed throughout the shift to enhance staff nurses' job satisfaction. Also, Future studies should be conducted to investigate the relationship between ergonomics and other variables, like job performance, turnover, and productivity.