Overall Level Of Job Satisfaction Research Articles

Pay and offer of benefits as significant determinants of job satisfaction – a case study in the Czech Republic 

Emotions are an important factor that affects employee performance; job satisfaction or dissatisfaction represent one of the important components of emotions. There are very few studies dealing with determinants that affect job satisfaction in the Czech Republic. The studies published so far show that the Czech Republic has ranked and still ranks among the states with the lowest level of satisfaction. The aim of this study is to answer the research question whether changing trends in the level of pay and fringe benefits correlates to overall job satisfaction, or satisfaction with pay and fringe benefits. Pay and fringe benefits are significant determinants that affect job satisfaction. The results of the study show that they lower the overall level of job satisfaction since the average level of these determinants is lower than the average level of overall job satisfaction. Overall job satisfaction is increased by other factors, such as supervision, co-workers, nature of work and communication, whose average level of satisfaction exceeds 4.00. Therefore, the emerging trend of rising pay levels is definitely good for increase the level of overall job satisfaction. On the other hand, it is impossible to prove that changing trends in pay correlates to overall job satisfaction, which is also significantly affected by other determinants. It would be suitable, within the framework of further surveys, to expand the area of examination to include additional determinants, such as family life satisfaction, or to examine how job satisfaction affects life satisfaction. The paper was written with the support of the specific project 2016 grant “Determinants affecting job satisfaction” granted by the University of Hradec Kralove, Czech Republic.

Leadership, job satisfaction and intention to leave among registered nurses in the North West and Free State provinces of South Africa.

The nurse leadership of a hospital is identified as the single most important aspect of the practice environment that impacts nurse outcomes. When nurses are satisfied with their jobs, they tend to remain with their employers and become more productive in their workplaces. This study aimed to investigate the relationship between leadership, job satisfaction and intentions to leave among registered nurses (RNs) working in hospitals in the North West and Free State provinces of South Africa. A cross-sectional survey design was adopted. The population (N = 680) with the sample (n = 204) included RNs in medical-surgical units in both private and public hospitals in the two provinces. Data were collected using the RN4CAST questionnaire. RNs were satisfied with the items pertaining to leadership except for praise and recognition (55.7%). They also indicated high levels of overall job satisfaction (70.5%) but were dissatisfied with wages (50%), study leave (40.9%) and opportunities for advancement (40.1%). Furthermore, 46.1% of the RNs intended to leave their current hospitals. The results indicated a relationship between leadership and job satisfaction (r = 0.47; p = 0.00) and between intention to leave and job satisfaction (d = 0.50). The nurse managers played a significant role influencing RN's level of job satisfaction, while job satisfaction was highly correlated with intention to leave. The nurse leadership can improve job satisfaction by giving praise and recognition to the RNs for jobs well done, and RNs should be afforded the opportunity to advance their careers through further studies.

Job Satisfaction and Related Factors among Intensive Care Nurses in Governmental Hospitals at Khartoum State - Sudan

Background and Objective: As advances have been made in medicine and technology, patient care has become more complex. And to provide appropriate health care, nurses needed specialized knowledge, skills and the health care delivery mechanisms to evolve and support the patients' needs for continuous monitoring and treatment. This study was conducted in governmental hospitals in Khartoum state to study job satisfaction and the factors influencing job satisfaction, to determine the overall level of job satisfaction and to relate socio-demographic characteristic of ICU nurses with overall level of job satisfaction. Method: A descriptive, cross-sectional hospital based study was done to all intensive care unit nurses. Questionnaire with likert type scale was used to collect necessary data; Likert scale was numerically translated to evaluate job satisfaction scores. Results: Results revealed high overall level of job satisfaction (mean 85.3 ± 13.1 on 5 points scale). There was significant association between overall level of job satisfaction and monthly salary (P = 0.025). Significant association also found between age group and chance for suggestion and recreation (P = 0.018).And significant association found between qualifications and workload (P = 0.025). Conclusion: Age group and different qualifications are related to nurse job satisfaction level. And intrinsic job characteristics are as important as extrinsic job conditions on ICU nurse job satisfaction.

Quality of Work Life of Nurses and its Impact on their Job Satisfaction

The Quality of Work Life (QWL) and Job Satisfaction are important factors which greatly influence turnover among nursing staff. A satisfied employee tends to be less absent, makes positive contribution, greatly contented, and stays with the organization. Objectives : To assess the Quality of Work Life and Job Satisfaction of Nurses, To find out the Impact of Quality of Work Life on Job Satisfaction, To associate the Quality of Work Life and Job Satisfaction with the selected demographic variables. Setting : Tertiary care hospital, Thrissur, Kerala which is a 1500 bedded hospital always have a census of about 1200 inpatients. Methods : The method employed in this study was non experimental - descriptive survey. The samples were drawn through simple random sampling technique. The sample size was 300 nurses who has been working here for at least six months and more. The data were gathered directly from the respondents with the help of structured questionnaire with in 3 months period and analyzed by using both descriptive and inferential statistics. Results : Overall level of Quality of Work Life of the 300 nurses related to the work environment lies in the range of 19.54±2.6, and Overall level of Job Satisfaction of 300 nurses related to the Working Condition lies in the range of 18.25±3.60 and the Correlation Co-efficient between the Quality of Work Life of Nurses and Level of Job Satisfaction is + 0.8. There is a strong Positive Correlation between the Quality of Work Life of Nurses and level of Job Satisfaction; that is when the Quality of Work Life increases the level of Job Satisfaction also increases. In the x 2 Test, significant association was found (P<0.95) between marital status and their Quality of Work Life. Whereas there was no significant association found between the other demographic variables with the Quality of Work Life or job satisfaction. Conclusion : To improve Job Satisfaction, more attention should be paid to improve the Quality of Work Life. Quality of Work Life helps employees to feel secure and they are being thought of and cared for by the organization in which they work.

Descriptive study of job satisfaction and job dissatisfaction in a sample of Croatian seafarers.

Given the general lack of studies on well-being in Croatian seafarers, the aim of this study was to determine the level and sources of their job satisfaction and job dissatisfaction. This descriptive study was conducted on a sample of Croatian seafarers (n = 530), employed in various functions on cargo ships. Using an online survey, we examined overall job satisfaction, and satisfaction with some specific aspects of work. Participants additionally responded to two open questions relating to the sources of their job satisfaction and job dissatisfaction, and these data were analysed using a qualitative approach. The results showed a moderate level of overall job satisfaction, while analysis of the 10 specific facets indicated that the participants are, on average, most satisfied with payment, and least satisfied with the achieved benefits and work organisation on board. The results of the qualitative analysis showed that among the main sources of job satisfaction are: financial stability and security, the ratio of work days to days off, and the quality of days off, and the nature and dynamics of the work. On the other hand, sources of dissatisfaction relate primarily to: separation from home and family, the status of Croatian seafarers in the Republic of Croatia, and working and living conditions on board.

Job Satisfaction Among Spanish Tax Administration Employees: A Logistic Regression Analysis

The aim of this study is to identify the factors that determine the satisfaction or dissatisfaction of Spanish tax administration staff with their work, and to evaluate the influence of each of these factors on the overall level of job satisfaction. To achieve this goal, a survey was conducted of 1401 staff members. According to a logistic regression model based on the results obtained, the only variables that actually influence job satisfaction are gender, the employees’ sense that their work is valued, the autonomy enjoyed, their participation in decisions, awareness of the aims of their work, appropriate job rotation and the fulfilment of job expectations, with the latter factor being the most decisive in the model.

Translation and validation of the Brazilian version of the Dentist Satisfaction Survey

Objectives: The aims of this study were to evaluate the level of overall job satisfaction among a group of Brazilian dentists and to test the validity of a cross-cultural translation to Brazilian Portuguese of the modifi ed version of the Dentist Satisfaction Survey (DSS). Methods: This cross-sectional study had the participation of 605 dentists practicing in public dental care services in Sao Paulo, SP, Brazil. Job satisfaction was measured by a modifi ed version of the DSS, which is based on responses to a 29-item self-administrated questionnaire, using a 5-point Likert scale. The items were translated into Brazilian Portuguese, back-translated and compared with the original English version. Measures for internal consistency and concurrent validity were calculated, respectively, by Cronbach’s α coeffi cient and Spearman’s correlation coeffi cient. Results: The level of overall job satisfaction among the sample was 2.86 (± 0.20) out of 5 on the Likert scale. Cronbach’s α (0.83) showed a good internal consistency and homogeneity between items. Item-scale reliability correlations were good. Conclusion: The level of overall job satisfaction was neutral. Further actions and policies have been developed to increase the level of job satisfaction among Brazilian dentists working in the public sector. The Portuguese version of the modifi ed DSS showed satisfactory psychometric properties regarding its reliability, reproducibility and validity for the Brazilian culture.

패션업체 판매원의 서비스교육과 임파워먼트가 직무만족, 고객지향성과 직무성과에 미치는 영향

The study focuses on verifying the effects of service education and empowerment on job satisfaction, job performance, and customer orientation. 290 salespeople working for fashion companies participated by completing a survey. The collected data was then analyzed with SPSS 16.0 and AMOS 7.0. Structural equation modeling was used to examine the goodness of fit. Looking at the results of this study, the service education of salespersons in fashion companies was shown to affect their level of satisfaction with their compensation, whereas empowerment affected their psychological satisfaction. These findings indicate that the service training and empowerment as experienced by salespersons working for fashion companies affect their customer orientation and job performance. Specifically, psychological satisfaction as part of the overall level of job satisfaction was found directly to affect their customer orientation, whereas their satisfaction with their compensation did not affect their customer orientation. Customer-orientation as influenced by service education and empowerment was revealed to have direct effect on job performance. The results of this study indicate that the service education of salesperson working for fashion companies and their level of empowerment create job satisfaction and customer orientation in these individuals. This study will be a valuable source of information for those who create salesperson empowerment programs and salesperson management strategies for fashion companies. Such programs and management strategies can facilitate efficient job performance by salespersons working for fashion companies and increase their level of job satisfaction.

Job satisfaction in the judiciary

This article examines job satisfaction among judicial officers in Australia. Increasing numbers of women have entered the judiciary and their job satisfaction is a key route to understanding their experiences of this elite role. This paper applies concepts of job satisfaction to the judiciary and investigates gender differences. Data from two national surveys demonstrate that women and men across the Australian judiciary express very high levels of overall job satisfaction, though areas of dissatisfaction exist, in particular regarding work–life balance. Gender differences do not appear to be direct, but mediated by other characteristics which are gender-related. Broadly, these findings demonstrate that a full understanding of job satisfaction now requires attention to family/domestic demands and commitments and the workplace context, as well as to the intrinsic nature of the work and the extrinsic characteristics of the job.

Organisational Factors, Job Satisfaction and Intention to Leave Among Newly Qualified Social Workers in England

Satisfaction with different organisational elements and aspects of work contributes markedly to overall levels of job satisfaction and intention to leave. For newly qualified social workers (NQSWs), especially immediately after graduation, self-perceived competence and their confidence in their educational preparation are also important. This article reports on a longitudinal study following 280 social work students into social work employment in England using data collected as students and six months after graduation. We focus on their experiences as NQSWs, thus only including those working in social work jobs, reporting the relative importance of their satisfaction with different work elements, such as supervision and job engagement. These are used to construct a model of NQSWs' overall satisfaction and intentions of leaving their social work jobs. The model incorporates NQSWs' perceptions of how well their degree courses prepared them for their current social work jobs in addition to personal, organisational and specific role characteristics. Using statistical techniques of factor analysis and regression modelling we highlight the complexities of how job satisfaction is constructed and we argue that the data reveal the importance of team support and self-efficacy in relation to whether social workers are thinking about leaving their current social work jobs.

Relationship between Transformational Leadership and Employees’ Job Satisfaction among the Academic Staff

Organizations are increasingly focusing on developing transformational leadership in their leaders because it leads to better organizational performance. Previous studies found that leadership styles are important organizational antecedents especially in influencing employees's job satisfaction. Thus, the aim of this study was to examine the relationship between transformational leadership and employee's job satisfaction. A total of 214 set of questionnaire were collected from Academic Staff in four (4) Affiliated Colleges in Klang Valley. The correlation of the total scores transformational leadership and employees’ job satisfaction indicated a positive, linear and strong relationship (r=.725). Thus, it is important to understand the characteristics of leadership towards employees’ job satisfaction since it will affect employees’ morale and performance. This study would assist be able to assist leaders to improve their leadership skills as to enhance employees’ job satisfaction. Apart from that, management can incorporate these findings by shaping effective leader in such a way to enhance the overall level of job satisfaction of their employees.

THE RELATIONSHIP BETWEEN JOB SATISFACTION, DEMOGRAPHIC AND SCHOOL CHARACTERISTICS AMONG BASIC EDUCATION TEACHERS IN ALBANIA

The purpose of this descriptive-correlation study was to describe the overall level of job satisfaction, also relationships among job satisfaction, demographic characteristics and school characteristics for teachers in the basic education system in Albania. For this purpose a survey was conducted for 1000 basic education teachers randomly selected in 40 schools representing different regions in Albania. The questionnaire was composed of items which measured demographic and school characteristics. Job Satisfaction Index (Bayfield and Roth’s, 1951) was used to measure the overall job satisfaction. The reliability coefficient of this scale was 0.85. The research data was analyzed by Correlation and descriptive analysis, Kruskall – Wallis Test and Mann-Whitney Test. The findings indicated that the basic education teachers in Albania were moderately satisfied with their job and some of the demographic and school characteristics (age, tenure, teacher level of education and school size) were negligibly related to overall teacher’s job satisfaction. Key words: demographic characteristics, school characteristics, teacher job satisfaction.

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea.

BackgroundJob satisfaction is an important focal attitude towards work. Understanding factors that relate to job satisfaction allows interventions to be developed to enhance work performance. Most research on job satisfaction among nurses has been conducted in acute care settings in industrialized countries. Factors that relate to rural nurses are different. This study examined inter-personal, intra-personal and extra-personal factors that influence job satisfaction among rural primary care nurses in a Low and Middle Income country (LMIC), Papua New Guinea.MethodsData was collected using self administered questionnaire from rural nurses attending a training program from 15 of the 20 provinces. Results of a total of 344 nurses were available for analysis. A measure of overall job satisfaction and measures for facets of job satisfaction was developed in the study based on literature and a qualitative study. Multi-variate analysis was used to test prediction models.ResultsThere was significant difference in the level of job satisfaction by age and years in the profession. Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurses employed by Church facilities compared to government facilities (P <0.01). Ownership of facility, work climate, supervisory support and community support predicted 35% (R2 =0.35) of the variation in job satisfaction. The factors contributing most were work climate (17%) and supervisory support (10%). None of these factors were predictive of an intention to leave.ConclusionsThis study provides empirical evidence that inter-personal relationships: work climate and supportive supervision are the most important influences of job satisfaction for rural nurses in a LMIC. These findings highlight that the provision of a conducive environment requires attention to human relations aspects. For PNG this is very important as this critical cadre provide the frontline of primary health care for more than 70% of the population of the country. Many LMIC are focusing on rural health, with most of the attention given to aspects of workforce numbers and distribution. Much less attention is given to improving the aspects of the working environment that enhances intrinsic satisfaction and work climate for rural health workers who are currently in place if they are to be satisfied in their job and productive.

Women Faculty at an Evangelical University: The Paradox of Religiously Driven Gender Inequalities and High Job Satisfaction

This article examines the job satisfaction of women faculty at an evangelical university. Using mixed methods, the authors compared the job satisfaction of women faculty at an evangelical university with their male counterparts, as well as with men and women faculty at a secular research university in the same region. Paradoxically, they found higher levels of gender inequality at the evangelical university when compared to the secular university, yet also found higher levels of overall job satisfaction among female faculty at the evangelical university when compared to their secular university counterparts. The authors conclude that the evangelical “toolkit”1 which highly values personal relationships with students combined with a form of “benevolent sexism”2 on this campus that allows for cordial and warm relationships between male and female faculty while simultaneously excluding women from important information and resources explain these paradoxical results.

Job satisfaction of South African registered dietitians

Objectives: The aim of this study was to determine the overall level of job satisfaction among South African registered dietitians and possible relationships between the influencing factors.Design: The design was a cross-sectional descriptive study.Setting and subjects: A national survey was carried out among all dietitians registered with the Health Professions Council of South Africa, excluding community service dietitians.Outcome measures: A two-part, self-administered, adapted job satisfaction survey questionnaire was used. Demographic data were collected. The questionnaire covered nine themes pertaining to job satisfaction: salary, promotion, knowledge and skills, professional colleagues, being a member of the multidisciplinary team, communication, the work environment, rewards of the job and nature of the work.Results: A final response rate of 22.5% (n = 340) was obtained. South African registered dietitians were only slightly satisfied (65.7%) with their current employment. There was no significant difference (p-value = 0.291) pertaining to overall job satisfaction between those working and living overseas and those working and living in South Africa. Primarily, lower levels of satisfaction were observed to be due to poor salaries, lack of promotion opportunities and a poor perception of professional image. Significant positive correlations were found between age (p-value = 0.036), professional experience (p-value = 0.035), area of expertise (p-value = 0.001), hours of work (p-value = 0.021) and location of work (p-value = 0.00001).Conclusion: Although overall job satisfaction scores indicated that South African registered dietitians are only slightly satisfied with their employment, registered dietitians reported that they love the nature of the work and what they do, tending towards confirmation of career satisfaction. Recommendations include re-evaluation of registered dietitian salary scales, career pathing with promotion opportunities, boosting the professional image and expanding the teaching of nondietetic skills to dietetic undergraduates.

Municipal Police Officer Job Satisfaction in Pennsylvania: A Study of Organisational Development in Small Police Departments

Current policing literature indicates that the retention rate of patrol officers is in steady decline. On the whole, various policing factors that include fatigue, stress and workload appear to be major reasons for high turnover rates. In order to substantiate patrol officers' views of contemporary policing, we examined their perceptions of issues related to overall job satisfaction and correlating factors. Municipal police officers from 14 south central Pennsylvania police departments located in one mid-size county were surveyed to determine if there were any significant differences or correlations between perceptions of overall job satisfaction and previous research related to satisfaction with administration, shift work, equipment, community support, department morale and policies and procedures. Results indicate that there is an apparent connection between stress and overall job satisfaction. Most notably, higher stress levels, faster rotating shifts and officers' perceptions of department morale were shown to impact the levels of overall job satisfaction.

Predictors of Job Satisfaction Among Selected Agriculture Faculty

The construct of job satisfaction is rooted in Maslow’s Hierarchy of Needs and Herzberg’s MotivatorHygiene Theory. The current study was conducted to ascertain the level of job satisfaction of faculty members specializing in agricultural communication, agricultural leadership, agricultural teacher education, and extension education and to determine which job factors are the greatest predictors of an individual’s overall job satisfaction. Survey research methods were utilized to collect data from members of the American Association for Agricultural Education with specializations in the aforementioned disciplines. The Three Factor Job Satisfaction Scale was used to measure faculty members’ level of satisfaction with the policy and administration, personal growth and satisfaction, and fiscal resources job factors as well as the level of overall job satisfaction. A 74% response rate was achieved. Descriptive and relational statistics were used to analyze the data. Overall, faculty members were moderately satisfied with their jobs, with the personal growth and satisfaction job factor explaining the greatest proportion of variance in overall job satisfaction scores. Department chairs and administrators should focus faculty professional development around the factors related to individuals’ personal growth and satisfaction.

Organizational culture as a predictor of job satisfaction: the role of gender and age

PurposeThis paper seeks to examine how values comprising organizational culture impact on employees' job satisfaction, taking also into account their gender and age.Design/methodology/approachThe study took place in all three public hospitals located in a major Greek city, where 125 usable questionnaires were gathered. The measures adopted include the Organizational Culture Profile and the Job Descriptive Index. The statistical analyses include descriptive statistics, stepwise regression analyses, and t‐tests.FindingsFindings suggest that employees recognize certain cultural traits as job satisfaction amplifiers. These are fairness, opportunities for personal growth, enthusiasm for the job and good reputation. On the other hand, another cultural trait, that is aggressiveness, seems to confine job satisfaction. Going a step further, it appears that employee gender and age influence the way that the organizational values affect their job satisfaction. This influence is in accordance with gender and age profiles identified by literature.Practical implicationsEmployers can incorporate these findings by shaping organizational culture in such a way as to enhance the overall level of job satisfaction of their employees, making them more willing to remain and build their career within the organization. This way, the organization can minimize the chances of losing talented individuals and is thus more likely to create a competitive advantage.Originality/valueThese findings help in creating a better understanding of job satisfaction and delineating its relationship with organizational culture.

Job satisfaction: Does rank make a difference?

If low job satisfaction or dissatisfaction exists amongst academics then the goals of higher education cannot be accomplished. The purpose of this study was to provide empirical evidence as to the job satisfaction levels of academics in North Cyprus and to ascertain as to whether academic rank is a reliable predictor of their job satisfaction. The study instrument used was the short-form Minnesota Satisfaction Questionnaire (MSQ) which measures job satisfaction using 20 facets of the job. The population for this study consisted of academics in North Cyprus. A total of 412 academics (69% response rate) agreed to take part in the study. Data analysis consisted of the computation of descriptive statistics and one-way analysis of variance (ANOVA). The findings showed that academics indicate only a moderate level of overall job satisfaction. The job facets advancement, compensation, co-workers and variety were found to be statistically significant with academic rank indicating that academic rank affects the satisfaction associated with 4 out of the 20 facets of the academics’ job examined. In general, it can be said that the results of this study indicate the extent of the low to moderate satisfaction levels that exists among academics in North Cyprus. Key words: Job satisfaction, job dissatisfaction, academics, academic rank, North Cyprus

A Study on Job Satisfaction among Campus Recreation Administrators at Four-Year Public and Private Institutions

The primary purpose of this study was to investigate aspects of the job that influence job satisfaction among campus recreation administrators. Job satisfaction was measured by the Job Satisfaction Survey (JSS) which consisted of nine subscale measures that relate to employee job satisfaction and strongly examines perceptual and attitudinal variables (Spector, 1997). Participants, consisting of 104 campus recreation administrators, were affiliated with the National Intramural Recreational Sports Association (NIRSA). According to the data, the degree to which campus recreation administrators are satisfied with their job is significant in two subscales. Results from this research suggest that supervision and nature of work were the two highest ranking measures of job satisfaction among campus recreation administrators at 4-year institutions. The second part of the Job Satisfaction Survey requested demographic information. Results from this research suggest that the demographic information was not significant to explain the overall level of job satisfaction.