Professional Job Satisfaction Research Articles

Becoming a Nurse: Professional Identity in Prelicensure Nursing Students.

A correlation exists between professional identity (PI), hope, and job satisfaction that warrants interventional measures to reverse nurse turnover. Developing, nurturing, and improving nurses' PI can positively address nurse turnover. The purpose of this study was to examine the intersections between career motivation, PI formation, and belongingness in prelicensure nursing students. As part of a larger mixed-methods study, a quantitative survey was disseminated to students. Findings suggest significant connections between the depth of perceived PI, motivation to enter the field, and future orientation(s) that are mediated through classroom instruction. PI was shaped by student relationships, confidence, and autonomy. Findings underscore the importance of academic intentionality in incorporating PI early in nursing education. Prioritizing quality bedside experiences to develop meaningful relationships while simultaneously increasing confidence and autonomy to assist the nursing student in connecting with their PI is key.

Digitalization's Impact on Chinese Higher Vocational Teachers: Identity, Satisfaction, Resignation

In the changing field of higher vocational teaching in China with the integration of digitalization, educational software, and virtual computer system integration (VCSI), understanding the relationships between professional identity, job satisfaction, and the intention to resign is imperative. Previous research has underscored the impact of professional identity on job satisfaction and its role in mitigating turnover intentions among educators. However, there is a noticeable gap in the literature specific to the unique challenges faced by higher vocational teachers in China, particularly in the context of digitalization, interactive whiteboards (IW), educational software, and VCSI. This study aims to bridge this gap by investigating the dynamic relationship between these variables within the distinct educational context of higher vocational teaching in the context of educational software, and IW which is digitalization and virtual online learning environment and collaborating tools related to VCSI. This research seeks to understand the complex links between professional identity, work satisfaction, and resignation among Chinese higher vocational teachers, and also examines how digitalization and VCSI moderate these correlations. This quantitative study investigates the professional experiences and career choices of 271 Chinese Higher Vocational Teachers using online questionnaires and structural equation modeling (SEM) (SEM: analyzing digitalization and VCSI's moderating impacts using interaction terms). It finds significant links between professional identity, job satisfaction, and resignation intention, and examines how digitalization and VCSI moderate these relationships. The study aims to understand technology's impact on educators, offering insights and practical guidance for educational leaders in China, particularly regarding the integration of technology in higher vocational teaching.

Employee well-being as a mediating variable in sustainable human resource management, organizational commitment, and job satisfaction of healthcare professionals: A structural equation modeling approach

ABSTRACT Sustainable human resource management is a concept gaining attention worldwide from researchers and practitioners. This article is focused on nursing and exploring the influence of Sustainable Human Resource Management (SHRM) on Employee Well-Being (EWB) and the impact of EWB on Organizational Commitment (OC) and Job Satisfaction (JS) of healthcare employees. The study highlighted the need for hospital organizations to develop sustainable human resource management to enhance the well-being of healthcare professionals. A well-structured questionnaire (adapted, validated, and pre-tested) was prepared. Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 4.0 was employed for testing the hypothetical relationships. Using the proportionate sampling technique, data were collected from 452 healthcare professionals employed in 55 private and 56 public sector hospitals in Punjab, India. The findings of the study revealed that there exists a significant relationship between SHRM and Employee WB, and employee well-being directly influences OC and JS. Moreover, study findings also revealed that employee well-being partially mediates the relationship between SHRM as an independent variable; and OC and JS as dependent variables.

Assessing the Azerbaijani Professional Identity Scale for Counselors: An Exploration of Relationships with Professional Identity, Mental Well-Being, Job Satisfaction, and Psychological Distress

This study introduces the Azerbaijani adaptation of the Professional Identity Scale for Counselors (PISC), exploring its psychometric properties among 206 school counselors in Azerbaijan. Utilizing Confirmatory Factor Analysis (CFA), the scale's original four-dimensional structure was validated, aligning closely with its intended design. Reliability analyses across both subscales and the overall scale demonstrated high levels of consistency, underscoring the tool's robustness. Criterion-related validity was established through meaningful correlations with mental well-being, job satisfaction, and psychological distress, aligning with anticipated directions. Notably, psychological distress was found to mediate the relationships between professional identity and both mental well-being and job satisfaction, highlighting the complex interplay between professional identity, psychological health, and workplace satisfaction among counselors. This study not only confirms the reliability and validity of the Azerbaijani PISC but also sheds light on significant associations that underscore the importance of professional identity in the mental health and job satisfaction of school counselors.

What has the appraisal for hospitals brought to job satisfaction of healthcare professionals? A cross-sectional survey in China

ObjectiveThe purpose of this study is to evaluate the effectiveness of hospital appraisals, specifically the Performance Appraisal for Tertiary Public Hospitals (PATPH), and to examine its impact on the job...

Perfectionism, emotion regulation, and teacher retention: An examination of Iranian early career language teachers' well-being

This qualitative study examined the experiences of early career language teachers in Iran, exploring the complex interplay between perfectionism, emotion regulation, and their implications for teacher well-being and retention. In this regard, through in-depth interviews with 15 participants, the study provided insights on how self-oriented and socially prescribed perfectionism might affect teachers' sense of well-being. The study findings revealed that while self-oriented perfectionism was associated with a drive for professional growth and job satisfaction, socially prescribed perfectionism contributed to heightened stress and a contemplation of leaving the profession. The study also highlighted the pivotal role of emotion regulation strategies, particularly cognitive reappraisal, in dealing with the emotional demands of teaching, thereby supporting teachers' well-being. Findings also suggested that supportive work environments, opportunities for professional development, and a sense of autonomy are crucial for fostering teacher well-being and encouraging retention. Drawing on relevant theoretical literature, the research emphasizes that addressing the challenges of perfectionism through supportive organizational factors and effective emotion regulation can significantly enhance early career teachers' job satisfaction and commitment to the profession. In light of these findings, the study advocates for targeted interventions that promote a supportive teaching environment, focusing on the development of emotion regulation skills and reducing the pressures of socially prescribed perfectionism. By providing insights into the lived experiences of early career language teachers, this study contributes to our understanding of the factors that might influence teacher attrition, and underscores the importance of nurturing teacher well-being to ensure their retention in the educational sector.

The effects of professional identity on retention intention of international Chinese language teachers in Guizhou colleges and universities: The chain mediating role of job satisfaction and career commitmen

This study investigates the influence of international Chinese language teachers’ professional identity on their intention to stay in Guizhou universities. The focus is on understanding the chain mediating role of job satisfaction and career commitment in this relationship. Objectives: The primary objective is to analyze the correlation between teachers’ professional identity and their intention to stay in the profession. Additionally, the study aims to evaluate the mediating effects of job satisfaction and career commitment on this relationship. Methods: Data were collected from international Chinese language teachers working in Guizhou universities. Statistical analysis was conducted to examine the relationships among professional identity, job satisfaction, career commitment, and intention to stay. Results: The analysis revealed a significant positive correlation between teachers’ professional identity and their intention to stay in the profession. Furthermore, both job satisfaction and career commitment were found to play crucial mediating roles in this relationship. Conclusions: The findings suggest that enhancing teachers’ professional identity and job satisfaction, as well as strengthening their career commitment, can effectively increase their willingness to remain in the profession. This is critical for stabilizing the teaching workforce and improving educational quality. The study provides valuable insights for university administrators to develop more reasonable and effective teacher management and incentive policies

Rural and Urban Kindergarten Teachers’ Self-Efficacy: Implications for the Implementation of the Standard-Based Curriculum in Ghana

The study examined rural and urban kindergarten teachers’ teaching efficacy and its implications for the implementation of the standard-based curriculum in Ghana. It also examined whether kindergarten teachers’ teaching efficacy differs in terms of teaching experience. It also sought to determine the influence of gender, academic and professional qualification, job satisfaction, and teaching and learning resources on teaching efficacy. The Teacher Sense of Efficacy Scale (TSES) was used to collect online data from 375 kindergarten teachers drawn from rural and urban school settings. Findings from the study showed that kindergarten teachers in rural school settings reported higher levels of teaching efficacy in the area of instruction and pupil engagement than their urban counterparts. Again, rural and urban kindergarten teachers’ teaching efficacy differs across the different categories of teaching experience in areas of instruction and engagement but not for classroom management. The findings further showed that job satisfaction did not influence kindergarten teachers’ teaching efficacy. It is concluded that the Ghana Education Service should organize continuing professional development programmes to boost and sustain kindergarten teachers’ self-efficacy in areas of instruction, classroom management, and engagement. Implications of the study’s findings to research and practice are also discussed.

Autonomy ranks as highest importance to dermatology physician assistants in Pennsylvania with highest compensations

Introduction: By exploring the relationship between compensation and job values, this research letter aims to contribute to the existing literature on health care professional compensation and job satisfaction, particularly within the context of dermatology physician assistants (PAs). Objectives: The authors aim to answer the question, “Does annual salary compensation correlate with any reported job values among dermatology PAs in Pennsylvania?” Method: This research letter presents a postsurvey analysis of a salary survey conducted among the members of the Pennsylvania Dermatology Physician Assistants (PDPA). The data used in this analysis were obtained from the previously published salary survey conducted by the PDPA. The survey asked participants to rank the factors most important in selecting a dermatology position. Results: Dermatology PAs in Pennsylvania who earned the highest income in a given year reported job autonomy as a top value [rs (79)=−0.2208, P=0.048]. Discussion: Schedule flexibility may allow PAs to be more productive in seeing more patients and, therefore, result in higher compensations. PAs with freedom, independence, and discretion may feel respected and valued. This could result in positive effects on productivity and, as a downstream result, higher compensation.

Effects of Organizational Support and Professional Identity on Job Satisfaction Among Medical Social Workers in China

The current status of job satisfaction among Chinese medical social workers and the impact of organizational support and professional identity on job satisfaction among Chinese medical social workers were investigated in the context of the Healthy China Initiative. This article used quantitative research methods, and the data were drawn from the China Social Work Longitudinal Study (CSWLS). The article’s sample comprises 218 medical social workers who participated in a medical social work module survey and who are directly engaged in social service practices in hospitals in China. The results showed that the job satisfaction score of Chinese medical social workers was 3.58, which was considered good. Professional identity can significantly and positively predict and impact job satisfaction, and as a dimension of professional identity, professional enthusiasm has a significant impact on job satisfaction. Organizational cultural support significantly affects job satisfaction and organizational support mediates this relationship between professional identity and job satisfaction among medical social workers. Together, these findings suggest that organizational support and professional identity significantly impact the job satisfaction of medical social workers in China. Future studies should aim to promote professional enthusiasm and enhance organizational culture support to improve job satisfaction among medical social workers.

The Relationship Between Teachers' Distance Education Self-Efficacy, Job Satisfaction, and Professional Burnout

The aim of this study is to reveal the relationships between teachers' self-efficacy perceptions towards distance education, job satisfaction, and professional burnout levels. The research was carried out with 206 teachers working in public schools in a province in the Western Black Sea Region. The data were collected using the Teachers' Self-Efficacy Belief Scale for Distance Education, Job Satisfaction Scale, and Professional Burnout Scale in the 2023-2024 academic year. As a result of the analysis of the data, it was seen that teachers' distance education self-efficacy and job satisfaction levels were above average, while their professional burnout levels were below average. No significant difference was found between teachers' self-efficacy perceptions towards distance education, job satisfaction and professional burnout levels, and gender and school type variables. No significant difference was found between teachers' self-efficacy perceptions towards distance education and professional burnout levels and professional seniority variable. There was a significant difference between job satisfaction and professional seniority, and this difference was in favor of teachers with higher professional seniority. While a positive low-level relationship was found between teachers' distance education self-efficacy perceptions and job satisfaction, no significant relationship was found between professional burnout. A negative relationship was found between teachers' job satisfaction and professional burnout levels. It is recommended to examine the relationships between the components of professional burnout and job satisfaction in this study and technology-based variables such as digital burnout and technostress.

Millî Eğitim Bakanlığına Bağlı Ortaöğretim Kurumlarında Görevli Öğretmenlerin Mesleki Doyumlarının Araştırma Bulgularının Değerlendirilmesi

In this study, the research findings were evaluated in order to determine the perceptions of teachers working in secondary education institutions towards professional (job) satisfaction. The working group of the research conducted in the screening model was composed of high school teachers working in the 2023-2024 academic year. In the research, 88 teachers who voluntarily participated in the study were selected using the simple random sampling method. The Occupational Satisfaction Scale developed by Kuzgun, Sevim and Hamamcı (2005) was used in the study. In the analysis of the data, descriptive statistics were made in order to determine the averages of the responses given by teachers to their opinions about their professional satisfaction. T-test and one-way Anova analysis were performed to examine the answers given to the expressions that correspond to the normal distribution according to the determined variables. There was a significant difference according to gender in the sub-dimensions of job satisfaction, suitability for qualifications and development opportunity of the participants. It has been found that job satisfaction levels show a significant difference in the dimension of suitability for qualifications according to the age variable. According to their educational status, the job satisfaction of undergraduate graduate employees showed significant differences in the dimension of compliance with qualifications. Key Words: Secondary Education Institutions, Teachers, Professional Satisfaction, Evaluation of Findings

A chain mediation model on organizational support and turnover intention among healthcare workers in Guangdong province, China.

The outbreak of the Coronavirus Disease 2019 pandemic has presented significant difficulties for healthcare workers worldwide, resulting in a higher tendency to quit their jobs. This study aims to investigate the correlation between organizational support, work-family-self balance, job satisfaction, and turnover intention of healthcare professionals in China's public hospitals. A cross-sectional survey was conducted on 5,434 health workers recruited from 15 public hospitals in Foshan municipality in China's Guangdong province. The survey was measured by organizational support, work-family-self balance, job satisfaction, and turnover intention using a five-point Likert scale. The association between organizational support, work-family-self balance, job satisfaction, and turnover intention was investigated using Pearson correlation analysis and mediation analysis through the PROCESS macro (Model 6). Organizational support indirectly affected turnover intention through three pathways: the mediating role of work-family-self balance, job satisfaction, and the chain mediating role of both work-family-self balance and job satisfaction. Health administrators and relevant government sectors should provide sufficient organizational support, enhance work-family-self balance and job satisfaction among healthcare workers, and consequently reduce their turnover intentions.

Millî Eğitim Bakanlığına Bağlı Ortaöğretim Kurumlarında Görevli Öğretmenlerin Mesleki Doyumlarının Veri Analizinin İncelenmesi

In this study, data analysis was examined in order to determine the perceptions of teachers working in secondary education institutions towards professional (job) satisfaction. The working group of the research conducted in the screening model was composed of high school teachers working in the 2023-2024 academic year. In the research, 88 teachers who voluntarily participated in the study were selected using the simple random sampling method. The Occupational Satisfaction Scale developed by Kuzgun, Sevim and Hamamcı (2005) was used in the study. In the analysis of the data, descriptive statistics were made in order to determine the averages of the responses given by teachers to their opinions about their professional satisfaction. T-test and one-way Anova analysis were performed to examine the answers given to the expressions that correspond to the normal distribution according to the determined variables. According to the results of the reliability analysis of the Occupational Satisfaction Scale, Cronbach's Alpha value was found to be Alpha=, 659. The fact that this value is in the December of 0.60 < cronbach's alpha < 0.80 shows that the scale is reliable. The Occupational Satisfaction Scale consists of 20 expressions and two sub-dimensions. These sub-dimensions and scale items are as follows: the variance ratio explained by two factors is 48.8%, of which 36.4% is explained by the qualifications suitability dimension, and 12.2% is explained by the development opportunity dimension. Key Words: Secondary Education Institutions, Teachers, Professional Satisfaction, Data Analysis

Person-centred care and the work-related health and job satisfaction of health and social care professionals: protocol for a prospective longitudinal cohort study combined with qualitative studies (the PCC@Work project)

BackgroundThe interplay of ethical stress, heavy workloads, and job dissatisfaction poses challenges to both the recruitment and retention of health and social care professionals. Person-centred care, rooted in ethical principles, involves collaborative care, and is expected to improve care and job satisfaction. However, prior research on the impact of person-centred care practices on professionals’ work-related health and job satisfaction has yielded mixed results, and most studies emanate from residential care. Understanding how person-centred care practices influence health and social care professionals across different care settings thus requires further exploration through rigorous methodology. The overall aim of PCC@Work is to follow, describe, assess, and explore the impact of person-centred care practices in hospital wards, primary care centres and municipal care on health and social care professionals’ work-related health and job satisfaction.MethodsPCC@Work is designed as a prospective, longitudinal cohort study combined with qualitative studies. A web-based questionnaire will be distributed on five occasions within two years to health and social care professionals in the three care settings. In addition, focus groups and interviews will be conducted with a selection of health and social care professionals to explore their experiences of work-related health and job satisfaction in relation to person-centred practices.DiscussionPCC@Work will highlight some of the knowledge gaps on the impact of person-centred care practices regarding work-related health and job satisfaction of health and social care professionals. The uniqueness of the project lies in the multi-method design, combining a prospective longitudinal cohort study with qualitative studies, and the involvement of various professions and settings. This means we will be able to provide a comprehensive and representative understanding of person-centred care practices as a critical component for effective change in the working conditions of health and social care.

Work-Life Balance and the Environment in Job Satisfaction of Healthcare Personnel

The study was conducted due to the need to determine and analyze the size of the influence of work-life balance and the environment on the job satisfaction of health professionals at a community health center in the Pasar Rebo District, where there are numerous COVID-19 cases. The primary issue with work-life balance is a lack of job satisfaction based on observation results, COVID-19 incentive data, and health workers, the majority of whom are women. This study employs quantitative methodologies with a sample size of 141 respondents. Primary data is collected using observation and questionnaires. Multiple linear regression is used to analyze the data. The study's findings reveal that both work-life balance and the work environment have a positive and significant influence on health workers' job satisfaction, with work-life balance having the greater influence.

Moderating Role of Effective Counselor Characteristics in the Relationship between the Behaviors of Counselors Supervisors and their Professional Pride and Job Satisfaction

Moderating Role of Effective Counselor Characteristics in the Relationship between the Behaviors of Counselors Supervisors and their Professional Pride and Job Satisfaction

Work-Life Balance and Job Satisfaction for Hotel Employees in Delhi NCR, India

This research delves into the impact of work-life balance practices on the job satisfaction of kitchen professionals working in five-star category hotels situated in Delhi NCR, India. Employing a quantitative approach, data is gathered through surveys involving 300 respondents. Descriptive statistics, correlation analysis, and multiple regressions are harnessed to explore the intricate relationships between work-life balance, job satisfaction, and the overall well-being of employees. The findings underscore the pivotal role of work-life balance in elevating job satisfaction within the dynamic kitchen department of the hotel industry. Furthermore, the study offers practical recommendations for hotel kitchen management to effectively implement work-life balance initiatives

A Study on Work-Life Balance of Employees in the Digital Age

Abstract: In the digital age, when cutting-edge technologies have completely changed the nature of employment, this study investigates the complex dynamics of work-life balance. The study investigates how employees' capacity to strike a balance between their personal and work obligations is affected by technological breakthroughs. Key elements such as flexible hours, technology for communication, working from home, and employee well-being are examined in this study using a mix of surveys, interviews, and data analysis. The study highlights the value of company policies, boundary-setting, and communications in reducing possible risks to workers' well-being. Examined include long-term effects on professional development, job satisfaction, and retention. In the end, the research offers complete policy suggestions for companies and greater harmony between work and life in the digital age, taking into account the changing needs

The Psychological Characteristics of People with High and Low Levels of Professional Well-Being

The article presents a comparative analysis of the psychological characteristics of people having high and low levels of professional well-being. There were significant differences for all studied indicators between groups with high and low professional well-being. The widest differences between the two groups were found for average values of professional commitment, job satisfaction, autonomous motivation, in-demand profession, and professional psychological well-being; the smallest differences were determined for average values of life satisfaction, climate in a team and controlled motivation. Significant differences depending on a level of professional well-being were revealed and professional well-being correlations with the studied indicators in groups with its high and low levels were analyzed. A high level of professional well-being correlated strongly with many indicators of professional work: professional commitment, in demand in profession, psychological capital, professional self-attitude, meaningfulness of life, job satisfaction, professional psychological well-being, autonomous motivation and climate in a team. A low level of professional well-being correlated with the examined indicators with medium to weak strength. This confirms the integral nature of the phenomenon of professional well-being. The regression models for factors of high and low levels of professional well-being were similar. In both groups, the most important factors of professional well-being were: professional commitment, in demand in profession, climate in a team, subjective social well-being and meaningfulness of life. The differences were revealed only for the signs of coefficients applied to subjective social well-being and meaningfulness of life.