Minnesota Satisfaction Questionnaire Research Articles

Correlation Between Employee Job Satisfaction and Employee Performance of Restaurant Chains Based in Abu Dhabi, United Arab Emirates – an Empirical Study

The main purpose of this empirical study was to identify the pattern of correlation between employee job satisfaction and employee performance of a restaurant chain based in United Arab Emirates in food and beverage industry. The absorbed all the categories from restaurant manager to lower grades in the restaurants. Minnesota Satisfaction Questionnaire (MSQ) short form was redesigned to be used in this study along with demographic questions and questions related to performance appraisal ratings. Questionnaire contained 20 questions related to Job satisfaction. Out of 348 employees, 242 responded through an online questionnaire making the participation rate 69.5%. The indicated correlation between employee job satisfaction and employee performance has given prudent insights to the stream of strategic human resources management. This study completely included the employees who have at least a certificate level qualification that gives a clue on positive understanding about the questions of the questionnaire. The results lead to logical assumptions and suggest further studies on the pattern of same.

The effect of perceived organisational justice on job satisfaction and burnout levels of haemodialysis nurses.

Organisational justice influences job satisfaction, the performance of individuals and the functioning of institutions. The lack of evidence-based studies investigating the relationship between hemodialysis nurses' perceptions of organisational justice, job satisfaction and burnout has created a research gap in this area. To investigate the effect of perceived organisational justice on professional satisfaction and burnout levels of haemodialysis nurses and to identify any relation ship with individual and organisational factors. The study was designed as a multi-centre descriptive study. The data were collected using the 'personal information form', the Organisational Justice Scale', the 'Maslach Burnout Inventory' and the 'Minnesota Satisfaction Questionnaire'. The distributive justice scores decreased as the depersonalisation scores of the nurses increased. As the personal accomplishment scores of the nurses increased, the interactional justice scores also increased. It was observed that the job satisfaction scores increased as the sub-dimensional scores of the organisational justice scale increased and exhaustion decreased. It was detected that there was a significant relationship between the organisational justice perception of nurses and their job satisfaction and level of burnout. Institutions are encouraged to adopt a fair policy towards nurses and promote personal development.

Burnout and Working Status of Anesthesiologists in the Qinghai-Tibet Plateau Area of China

Background: The problems of occupational stress and burnout in anesthesiologists are raising concerns. In some regions of China, anesthesiologists experience high burnout and low job satisfaction. Data regarding anesthesiologists in high-altitude areas of China are scarce. Therefore, we conducted a survey among anesthesiologists in the Tibet Autonomous Region and Qinghai Province, focusing on the level of burnout and job satisfaction and the associated factors. Methods: A cross-sectional survey was performed in the Tibet Autonomous Region and Qinghai Province in China with an anonymous questionnaire. The following information was collected and analyzed: (1) demographic characteristics and work status; (2) job satisfaction assessed by the Minnesota Satisfaction Questionnaire; (3) burnout assessed by the Maslach Burnout Inventory-Human Service Survey; and (4) sleep patterns and physician-patient communication. Findings: A total of 133 individuals from 20 hospitals completed the survey (response rate of 82%) from March to June 2015. The overall job satisfaction score from the Minnesota Satisfaction Questionnaire was 76.0 ± 9.4. Thirty-seven percent of the participants (95% confidence interval (CI), 29%-45%) met the criteria for burnout. The prevalence of high emotional exhaustion, high depersonalization, and low personal accomplishment was 29% (95% CI, 22%-38%), 21% (95% CI, 16%-30%), and 42% (95% CI, 35%-51%), respectively. In a single-factor analysis, years of experience in anesthesiology, caseload, frequency of overtime work and sleep quality were associated with burnout. Interpretation: Anesthesiologists in the Tibet Autonomous Region and Qinghai Province in China showed a nearly satisfactory level of job satisfaction and a relatively low level of burnout. Measures could be taken to further reduce physicians' burnout levels and improve job satisfaction. Funding Statement: The authors state: No conflict of interest and funding were to declare. Declaration of Interests: The authors state: No conflict of interest and funding were to declare. Ethics Approval Statement: This study adheres to the applicable Enhancing the Quality and Transparency of Health Research (EQUATOR) guidelines. The requirement for written informed consent was waived by the Institutional Review Board of Peking Union Medical College Hospital.

The effects of amplitude and stability of circadian rhythm and occupational stress on burnout syndrome and job dissatisfaction among irregular shift working nurses.

To investigate the relation between the circadian rhythm amplitude and stability, and occupational stress with burnout syndrome and job dissatisfaction among shift working nurses. Irregular shift working nurses are prone to burnout syndrome (BS) and job dissatisfaction (JD). circadian rhythm difference and occupational stress might be effective in causing burnout syndrome and dissatisfaction. In total, 684 nurses who worked in four teaching hospitals were selected by stratified random sampling in a cross-sectional design based on STROBE guidelines. The data were collected by the Circadian Type Inventory, Job Content Questionnaire, Minnesota Satisfaction Questionnaire and the Maslach Burnout Inventory. Multiple linear regression, one-way ANOVA and independent t test were used for statistical analysis by SPSS v24. About 15% of the nurses suffered from high levels of burnout syndrome. Psychological demand (β=0.022, CI 95%=0.003-0.047 and β=0.016, CI 95%=0.001-0.032) and workplace support (β=-0.043, CI 95%=-0.097-0.003 and β=-0.025, CI 95%=-0.046-0.006) were significant predictors of BS and JD. Male nurses reported lower BS and higher JD compared to female nurses. Irregular shift working schedule was also related to a significantly higher odd of BS (p=0.009) and JD (p=0.011). Nurses classified as languid experienced significantly more BS and JD than vigorous nurses. This study shows that BS and JD were strongly associated with psychological demand and workplace support; and vigorous nurses were less prone to BS and JD, and were more suitable for irregular shift work. In order to reduce burnout syndrome and job dissatisfaction among irregular shift working nurses, we need to identify the effect of risk factors such as individual differences on the circadian rhythm and job demand which can affect nurses who work in irregular schedules.

Job Satisfaction, Gender and Salary: A Study on Correlation

From psychological perspective, job satisfaction is the pleasant feelings that results from the appraisal of the job or by the job facilities. Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to complete required tasks, the earning, learning in an organization, and the way management treats employees. This research tries to study the level of job satisfaction on the basis of gender and their salary among college teachers of Lalitpur district. This survey research was conducted upon 122 (male 72 and female 50) respondents by using The Minnesota Satisfaction Questionnaire (MSQ). Result of study shows male respondents were earning more than female respondents. Male respondents are more satisfied than female. The job satisfaction is positively correlated to salary.

Determinants of key facets of job satisfaction in the banking sector: applying SMART PLS and artificial neural networks

Job satisfaction is closely associated with life satisfaction and important workplace behaviours (Judge and Kammeyer-Mueller, 2012). Minnesota satisfaction questionnaire (MSQ) or job description index (JDI) (Castanheira, 2014; Saane et al., 2003) are widely used to measure job satisfaction. However, since these instruments cannot be generalised to all industrial sectors (Khalilzadeh et al., 2013), this two-part study attempted to manifest the facets of job satisfaction of public sector bank employees in India through factor identification using systematic literature review, exploratory factor analysis and statistical mode, followed by partial least squares (PLS) modelling of the problem using SmartPLS and comparing the outcome to artificial neural networks (ANN) output. The study has important implications for policy recommendations to banking sector to promote satisfaction among employees. Secondly, it is able to demonstrate which of the two techniques is better - PLS or ANN.

Relationship between job satisfaction and sleep quality of female shift-working nurses: using shift type as moderator variable.

This study was to investigate the impact of job satisfaction as the independent variable and the type of shift as the moderator variable on the sleep quality of female shift-working nurses. The Minnesota Satisfaction Questionnaire (MSQ) short form and the Pittsburgh Sleep Quality Index (PSQI) were used as evaluation tools. The subjects in the study were female shift-working nurses from teaching hospitals in northern Taiwan. A total of 178 valid questionnaires were recovered. A hierarchical multiple regression (HMR) was used to test for the moderating effect of shift type. The results demonstrated that there was a negative correlation between the total score for general job satisfaction and the Global PSQI scores. The Global PSQI scores were higher for nurses working night shifts than for those working day and evening shifts. HMR showed significant variances in the interaction between general job satisfaction of female shift-working nurses and the day/night shift as well as the evening/night shift. The type of shift had a moderating effect on the ways in which general job satisfaction impacts sleep quality. Furthermore, the moderating effect of night shift on the impact of job satisfaction on sleep quality was weaker in nurses working the night shift.

MEASURING JOB SATISFACTION LEVELS OF AIRPORT EMPLOYEES USING ENTROPY, CRITIC AND TOPSIS METHODS

The paper utilises the combination of entropy, CRITIC and TOPSIS methods to measure the job satisfaction levels of airport employees working in Vijayawada International Airport, India. To assess satisfaction levels of employees towards the job, a shorter variant of the Minnesota Satisfaction Questionnaire (MSQ) is employed and multi-criteria decision-making (MCDM) method is applied. The study results show that there is a highly significant positive relationship between the weights obtained by entropy and CRITIC method. The application of the presented approach to evaluate job satisfaction level in airport employees is a novel one. Thus, the findings of the study would lead the literature in the domain further as well as help in giving better decision-making capabilities to the airport authorities and managers. With this methodology, the perceptual opinions expressed by the employees can be quantified and judged accordingly.

Investigation of the Relationship Between Psychological Capital Perception, Psychological Well-Being and Job Satisfaction of Teachers

The aim of this research is to determine the relationship between psychological capital, psychological well-being and job satisfaction of teachers. The research is a descriptive study in relational screening model. The research model includes three variables; one independent variable (psychological capital) and other two dependent variables (job satisfaction and psychological well-being). In the structural model, job satisfaction variable may also be expressed as mediator variable. The study population consists of 12714 teachers working in official secondary schools in seven central districts in Ankara Province in 2017-2018 academic year. Sample of the population is selected by multi-stage sampling method. Stratified sampling method is used in the first stage and simple random sampling method is used in the second stage. Sample size is calculated as at least 384 teachers. In the research, Psychological Capital Scale developed by Luthans, Youssef & Avolio (2007b); Minnesota Satisfaction Questionnaire developed by Weiss, Dawis, Lofquist & England (1967) and Psychological Well-Being Scale developed by Ryff (1989) were used as data collection tools. Scales which are pre-implemented within the scope of the research yielded valid and reliable results. Data analysis was done with SPSS 23.0 and LISREL 8.87 statistics software packages. According to the results obtained from the research, it was determined that teachers’ psychological capital perception was “good” and their job satisfaction and psychological well-being are “high”. According to the results of the analysis by means of structural equality modelling, it was determined that teachers’ psychological capital perception affects their job satisfaction and psychological well-being levels positively and predicts them significantly; and it was also determined that job satisfaction has a partial mediator role in the relationship between teachers’ psychological capital perception and their psychological well-being.

The association between workplace violence and physicians' and nurses' job satisfaction in Macau.

BackgroundThis paper describes the association between workplace violence and job satisfaction among physicians and nurses in Macau. Convenience sampling was sourced from six health centers under the Macau Health Bureau.MethodsThis study uses a cross-sectional self-administrative survey. The study used case studies research instruments for workplace violence in the health sector by country (from the ILO, ICN, WHO, PSI), the Minnesota Satisfaction Questionnaire and Perceived Stress Scale. The data collection period spanned from August to December, 2014.Data analysisMultiple logistic regression examines levels of intrinsic and extrinsic satisfaction in physicians and nurses and significant correlates affecting their job satisfaction.ResultsA total of 720 (14.9% physicians) participants were recruited. 57.2% of participants reported physical and psychological workplace violence in the preceding year. The most common forms of workplace violence were verbal abuse (53.4%), physical assault (16.1%), bullying / harassment (14.2%), sexual harassment (4.6%) and racial harassment (2.6%). Nurses were at a significantly higher risk of physical assault and verbal abuse compared to physicians. Patients, patients’ relatives, and colleagues were the main perpetrators. Worry about WPV, on-call duty and shift work, experience of bullying and verbal abuse and employment sector emerged as significant correlates affecting the intrinsic and extrinsic job satisfaction of physicians and nurses. Frontline staff, aged 30 and 39, coming from an ethnic minority, and perceived stress were significant correlates affecting nurses’ job satisfaction.ConclusionsWPV remains a significant concern in healthcare settings in Macau. Stakeholders should legally enforce a zero-tolerance policy towards WPV within healthcare workplaces. WPV is detrimental to healthcare professionals’ mental wellbeing, risking irreversible physical and psychological harm for its victims.

Sociodemographic Characteristics and Job Satisfaction of Psychiatrists in China: Results From the First Nationwide Survey.

The aim of the study was to establish a comprehensive understanding of the sociodemographic characteristics of psychiatrists in China and their working environment and job satisfaction. As part of a national survey, the authors conducted China's first survey in 32 tertiary psychiatric hospitals, including administration of a structured questionnaire for psychiatrists. Participants also completed the Minnesota Satisfaction Questionnaire (MSQ). Of 3,363 surveyed psychiatrists, 2,715 (81%) responded, and 2,602 (77%) completed the survey. Among completers, 58% were women, and 83% were ages 30-49. Significant differences were found in actual and expected monthly income between male and female psychiatrists and across various regions. The mean±SD MSQ score was 71.6±14.3, suggesting moderate job satisfaction. The top three reasons for dissatisfaction were low pay, contentious doctor-patient relationships, and a heavy workload. One-fifth (20%) of participants reported an intention to quit their jobs. MSQ score was significantly associated with younger age, shorter working hours, higher monthly pay, and a smaller gap between expected and actual pay. Being in an administrative position, having medical liability insurance, and not having experienced medical disputes appeared to have a positive impact on job satisfaction. Compared with their international counterparts, psychiatrists in China have a low level of the job satisfaction, especially those in West China. Given China's increasing demand for psychiatric services, policy makers in China urgently need to find ways to improve the job satisfaction of working psychiatrists and should consider enhancements in financial compensation, the working environment, and malpractice insurance coverage.

Job Satisfaction Among Doctors from Jiangsu Province in China.

BackgroundDoctors’ job satisfaction has an important effect on medical and health services. This study assessed the level of job satisfaction in Chinese doctors and explored how influencing factors differ between general practitioners and specialists.Material/MethodsThe Minnesota Satisfaction Questionnaire (MSQ) on job satisfaction was distributed to 1883 doctors in Jiangsu province, including 850 general practitioners and 1033 specialists. Data analysis was performed with SPSS 20.0. A one-way ANOVA was used to analyze doctors’ job satisfaction and logistic regression analysis was used for multivariate analysis. Correlation analysis was done on the 5 dimensions of satisfaction.ResultsThe average MSQ score of all surveyed doctors was 3.11±0.87, with general practitioners (GPs) and specialists scores of 2.81±0.84 and 3.35±0.82, respectively. Analysis of doctor satisfaction indicated that gender, age, marital status, educational attainment, professional title, and seniority were statistically significant (P<0.05). Overall satisfaction was most closely related to the job itself (r=0.96); work, work environment, and interpersonal relationship were closely related with lead management.ConclusionsThe level of job satisfaction of Chinese doctors, especially general practitioners, needs to be improved. Measures such as improving education levels, work environment, and relationships should to be taken soon to improve doctors’ job satisfaction in China.

Hubungan Antara Personaliti Big Five Dengan Kepuasan Kerja Dalam Kalangan Pekerja Sokongan di UTM, Kampus Johor

This study aims to identify the relationship between Big Five Personality and job satisfaction in UTM, Johor campus. Respondents of the study consisted of 272 support staffs. Personality Big Five was measured by using the NEO Five Factor Inventory (McCrae, 2004). Meanwhile, job satisfaction was measured by using the Minnesota Satisfaction Questionnaire (MSQ) (Weiss et al, 1967). The findings of the pilot study showed that Alpha Cronbach for Big Five Personality is between .75 to .88 and .84 to .85 for job satisfaction. Descriptive statistical analysis consists of frequency and percentage and inferential statistics of Pearson Correlation coefficients were used to test the hypothesis of the study at a significant level of .05. The findings showed that the most dominant dimension based on Big Five Personality for support staffs in UTM, Johor campus is agreeableness, whereas the level of job satisfaction is low. The results also showed that there is a significant relationship between conscientiousness and job satisfaction (r = 0.24, p &lt;.05). While the agreeableness was also found to have significant relationship with job satisfaction (r = 0.25, p &lt;.05). This study provides information on differences of Big Five Personality dimensions among support staffs, where UTM’s management can use the information to assist support staffs improving their job satisfaction. This study also provides some suggestions for improvement in the future.

The mediating role of mental capital in understanding social support and job satisfaction

Objective: To understand the relationship between perceived social support, psychological capital and job satisfaction, and analyze the mediating effect of psychological capital between perceived social support and job satisfaction. Methods: In 2017, June to July, we use cluster random sampling method to evaluate 888 medical staff from 5 hospitals in Jinan and Yantai in Shandong provience by Perceived Social Support Scale、PsyCap Questionnaire and MinnesotaSatisfaction Questionnaire. Results: Correlation analysis showed that perceived social support was significantly positively correlated with self-efficacy, hope, resilience, optimism and job satisfaction (r=0.42, 0.42, 0.56, 0.47, P<0.05) . There was a significant positive correlation between job satisfaction and self-efficacy, hope, resilience and optimism (r=0.45, 0.50, 0.43, 0.46, P< 0.05) . The structural equation model shows that hope and optimism play a significant partly mediating effect between perceived social support and job satisfaction. Conclusion: Perceived social support is a positively predictive factor of job satisfaction in medical staff. The Increase of perceived social support and psychological capital are conducive to improving job satisfaction of medical staff's.

Relation of Occupational Stress and Job Satisfaction: A Study of Secondary School Heads in Khyber Pakhtunkhwa, Pakistan

This paper examines the relationship between occupational stress and job satisfaction among secondary-school-heads in the province of Khyber Pakhtunkhwa. A sample of only 402 secondary-school-heads (Male n = 260, Female n = 142) was selected with the help of multistage sampling technique. A descriptive and correlative design was employed. Two standardized tools were employed i.e., "Occupational Stress Index (OSI)" and Minnesota Satisfaction Questionnaire (MSQ) for seeking the responses. Pearson's correlation and linear regression were employed to analyze data statistically. The findings exposed a strong inverse relation between occupational stress and job satisfaction. Furthermore, a substantial negative correlation between all the subscales of occupational stress and overall job satisfaction is also present. Eight subscales of occupational stress, i.e., role ambiguity, responsibility for persons, under participation, unreasonable group and political pressure, low status, strenuous working conditions, peer group relations, and unprofitability were found significant predictors and have negative effect on job satisfaction. So, the researchers recommend focusing reduction in the level of occupational stress among secondary-school-heads. Elementary and Secondary Education Department should have collaboration with policy makers to formulate rewarding and effective strategies for stress reduction for secondary school heads to have high spirit for yielding good outcomes.

Impact of Gender on the Relationship between Job Satisfaction &amp; Psychological Well-being of Indian Employees

A central point adding to the capacity of organizations to adapt to the turbulent environment is the advancement of job satisfaction and employee well-being. The purpose of this study was to understand the effect of gender on the job satisfaction and psychological well-being of the employees working in Indian private sector. Consequently, the relationship between job satisfaction and well-being was explored. A cross-sectional survey-based research design was adopted using data from 160 employees (equal number of males and females) of private sector organizations in North India. The Minnesota Satisfaction Questionnaire (MSQ) and The Warwick-Edinburgh Mental Well-being Scale (WEMWBS) were administered to gain insight into the levels of job satisfaction and well-being respectively. The results showed that gender did not play a role in determining job satisfaction and psychological well-being in Indian employees. Further, it was seen that job satisfaction and psychological well-being were positively correlated. The study advances the existing work and adds to the limited literature of Indian studies on the relationship between job satisfaction and well-being in the Indian private sector.

Evaluation Of The Health And Physical Fitness And Factors Influencing Retention Of Scholastic Sports Officials In The Sport Of American Football

PURPOSE: As the competitive level and skill level of the athletes increases, so does the demand and elevation in expectation of that official’s performance. There is currently a dearth of information and data as it relates to the official’s capacity and ability to perform their job. The purpose of this study was to evaluate the health and physical fitness status as well as job satisfaction of officials in the sport of American football. METHODS: Eighteen National Federation of High Schools certified officials in the sport of American football participated in the study. Participants completed an Adult Health History Questionnaire to risk classify for cardiovascular disease (CVD) according to American College of Sports Medicine (ACSM) standards (ACSM, 2017). Also, each participant completed a Minnesota Satisfaction Questionnaire (1977) related to their current officiating responsibilities. In addition, each participant had body mass index (BMI) assessed using standard scales. RESULTS: Descriptive statistics showed that the mean age of the participants was 47.7±13.2 years old with a mean BMI of 29.0±5.0 kg/m2. 50.0% of participants were classified as High Risk for CVD, 27.8% Moderate Risk, and 16.7% Low Risk. A significant correlation was found between age and total sports officiated (r = -.505, p = 0.046) and while the correlation between BMI and extrinsic satisfaction (r = -.493, p = 0.062) was not significant, it did imply a moderate correlation. A one-way ANOVA exhibited a significant difference between ACSM risk classification and the number of sports officiated (p = 0.044). A post-hoc Tukey test indicates that individuals who are High Risk officiate significantly more sports (p = 0.046) than those who are Moderate Risk. However, High Risk was not significantly different from Low Risk and Low Risk was not significantly different from Moderate Risk (p > 0.05). CONCLUSIONS: Based on the results of the current study, it appears that the data can confirm that as officials get older they tend to drop out of officiating. In addition, a large degree of officials (77.8%) were considered either Moderate or High Risk for CVD, implying that the physiological stress that officiating typically entails could place these individuals at an increased risk of experiencing a cardiovascular event.

Evaluating the relationship between job stress and job satisfaction among female hospital nurses in Babol: An application of structural equation modeling.

Background: This study was designed to investigate job satisfaction and its relation to perceived job stress among hospital nurses in Babol County, Iran.Methods: This cross-sectional study was conducted on 406 female nurses in 6 Babol hospitals. Respondents completed the Minnesota Satisfaction Questionnaire (MSQ), the health and safety executive (HSE) indicator tool and a demographic questionnaire. Descriptive, analytical and structural equation modeling (SEM) analyses were carried out applying SPSS v. 22 and AMOS v. 22.Results: The Normed Fit Index (NFI), Non-normed Fit Index (NNFI), Incremental Fit Index (IFI)and Comparative Fit Index (CFI) were greater than 0.9. Also, goodness of fit index (GFI=0.99)and adjusted goodness of fit index (AGFI) were greater than 0.8, and root mean square error of approximation (RMSEA) were 0.04, The model was found to be with an appropriate fit. The R-squared was 0.42 for job satisfaction, and all its dimensions were related to job stress. The dimensions of job stress explained 42% of changes in the variance of job satisfaction. There was a significant relationship between the dimensions of job stress such as demand (β =0.173,CI =0.095 - 0.365, P≤0.001), control (β =0.135, CI =0.062 - 0.404, P =0.008), relationships(β =-0.208, CI =-0.637– -0.209; P≤0.001) and changes (β =0.247, CI =0.360 - 1.026, P≤0.001)with job satisfaction.Conclusion: One of the important interventions to increase job satisfaction among nurses maybe improvement in the workplace. Reducing the level of workload in order to improve job demand and minimizing role conflict through reducing conflicting demands are recommended.

Terapi yöntemleri içeren iletişim becerileri eğitimi ile hastane büro çalışanlarının tükenmişlik düzeyleri azaltılabilir mi?

Objective: Aim of the present study is to evaluate the effectiveness of Basic Communication and Coping with Difficult Situations Skills Training, which includes two different therapy techniques, on the burnout level and job satisfaction of hospital office staff. Method: Communication Skills Training was applied to hospital office staff (n=54). Psychodrama and cognitive-behavioral therapy techniques were used and practiced to evaluate basic communication skills, anger management, conflict management, and coping with stress issues. The participants filled in a Personal Information Form, Pre-Test/Post-Test Form, Maslach Burnout Inventory (MBI), Minnesota Satisfaction Questionnaire (MSQ), and Training Program Evaluation Form. Results: On the MBI, depersonalization scores significantly decreased after training, and personal accomplishment scores increased significantly, whereas emotional exhaustion scores were not affected. However, the emotional exhaustion scores of staff members with a duration of employment of over ten years were significantly higher than those of staff members with a duration of employment of less than ten years. Participants with a job tenure of over ten years showed a decrease regarding the change in the scores of emotional exhaustion after the training, whereas participants with a tenure of less than ten years showed a slight increase. Pre- and post-training subscale scores of MSQ did not differ significantly. However, the participants with a duration of service of over ten years showed an increase after training in Overall Job Satisfaction and Intrinsic Job Satisfaction subscales. Participants declared overall satisfaction with the training and asked for continuation of the program. Conclusion: We can say that communication skills training using therapy techniques can decrease burnout symptoms related to increasing length of employment and have a positive impact on job satisfaction.

Chinese Anesthesiologists Have High Burnout and Low Job Satisfaction: A Cross-Sectional Survey.

The Chinese health care system must meet the needs of 19% of the world's population. Despite recent economic growth, health care resources are unevenly distributed. This creates the potential for job stress and burnout. We therefore conducted a survey among anesthesiologists in the Beijing-Tianjin-Hebei region focusing on job satisfaction and burnout to determine the incidence and associated factors. A large cross-sectional study was performed in the Beijing-Tianjin-Hebei region of China. The anonymous questionnaire was designed to collect and analyze the following information: (1) demographic characteristics and employer information; (2) job satisfaction assessed by Minnesota Satisfaction Questionnaire; (3) burnout assessed by Maslach Burnout Inventory-Human Service Survey; and (4) sleep pattern and physician-patient communication. Surveys were completed and returned from 211 hospitals (response rate 74%) and 2873 anesthesiologists (response rate 70%) during the period of June to August 2015. The overall job satisfaction score of Minnesota Satisfaction Questionnaire was 65.3 ± 11.5. Among the participants, 69% (95% confidence interval [CI], 67%-71%) met the criteria for burnout. The prevalence of high emotional exhaustion, high depersonalization, and low personal accomplishment was 57% (95% CI, 55%-59%), 49% (95% CI, 47%-51%), and 57% (95% CI, 55%-58%), respectively. Using multivariable logistic regression analysis, we found that age, hospital category, working hours per week, caseload per day, frequency of perceived challenging cases, income, and sleep quality were independent variables associated with burnout. Anesthesiologists with a high level of depersonalization tended to engage in shorter preoperative conversations with patients, provide less information about pain or the procedure, and to have less empathy with them. The anesthesiologists in the Beijing-Tianjin-Hebei region of China expressed a below-average level of job satisfaction, and suffered a significant degree of burnout. Improvement in job satisfaction and burnout might create a positive work climate that could benefit both the quality of patient care and the profession of anesthesiology in China.