Professional Job Satisfaction Research Articles

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.

Stress among Private School Teachers

The modern lifestyle is accompanied by a great amount of stress, and private school teachers are also not far from it. The workplace is also more stressful than it used to be. Stress among private school teachers is influenced by a multifaceted phenomenon. For the completion of this research, the predetermined objectives were set first. The objectives of this study were to analyze and address the factors contributing to stress among private school teachers in order to implement effective support mechanisms and promote overall well-being within the educational environment. Altogether, 19 respondents, among them 1 principal, 2 management committee members, and 16 teachers (8 from the basic level and 8 from the secondary level) of a private school in Solukhumbu, were selected purposefully. The data and responses were collected from management committee members, principal, and teachers through an open ended questionnaire, and the responses were interpreted and described qualitatively according to the defined objectives. Maslow's hierarchy of needs theory is interconnected in this study to understand stress among private school teachers and use appropriate remedies in a specific order, starting with basic physiological needs and progressing to higher-level needs. 16 respondents working as a school teacher in a private school were burdened with excessive tasks, responsibilities, and demands within their professional role. They were facing high teaching loads with numerous classes, subjects, and students to manage. They had very limited time for lesson preparation and other innovations. Strategies such as workload management, providing adequate resources, promoting work-life balance, and offering support for professional development can help alleviate the stress associated with work overload and enhance the quality of teaching and learning. Further, private school teachers in Solukhumbu were not getting the facilities of professional development opportunities like seminars, workshops, research, on-the-job training, and other soft skills workshops from the school administration. To address this issue, it would be essential for private school teachers, school administrators, and relevant stakeholders to collaborate and advocate for the importance of professional development. Additionally, government policies or initiatives that support and incentivize private schools to invest in teacher training and other professional development courses. The responses of all the respondents showed that job security and stability are big worries for them. The survey showed that private school teachers in Solukhumbu had a lot of uncertainty about job security and stability, which is creating stress for the teachers. The school management committee and school administrators should prioritize clear policies regarding employment terms, the school's future plans, bonuses, insurance, retirement plans, disability coverage, and other wellness programs. All 16 respondents from different backgrounds responded that teaching is stressful and sensitive enough to address cultural differences, language barriers, and varying learning styles, which requires extra effort from the teacher. The school management committee and administration should prioritize the pressure of the sociocultural sensitivity of diverse students to the teachers. Limited participation in decision-making can generate stress by undermining teachers' sense of professional value, autonomy, and job satisfaction. Addressing these stressors involves implementing effective feedback mechanisms by the concerned authorities that provide constructive insights, recognize achievements, and support teachers. Maslow's theory is a psychological theory that suggests teachers are motivated by a hierarchy of needs, starting with basic needs and progressing through safety, belongingness, esteem, and self-actualization. While Maslow's theory is primarily focused on motivation, it can be indirectly related to stress management. Implementing these recommendations requires the commitment of school administrators, policymakers, and educators to create a supportive and conducive environment for teaching and learning in private schools.

Areas of professional life and job satisfaction of nurses.

Job satisfaction among nurses is closely related to work environment as well as organizational and professional commitment. Satisfaction is a concept derived from Latin, where "satis" means "enough," as much as is needed to fully satisfy expectations, needs, aspirations, in such a way that there is no room for complaint. Job satisfaction, on the other hand, is formulated as a positive attitude of employees toward the duties of the job, the work environment and other employees. The aim of this paper was to demonstrate how the different areas of nurses' professional life, i.e., workload, control, rewards, community, sense of justice and values, correlate with their perceived job satisfaction. A cross-sectional study was conducted in a group of 509 nurses working in a public hospital in Poland. Data were collected using a survey questionnaire, which consisted of a section containing sociodemographic data and standardized instruments: The Minnesota Satisfaction Questionnaire (MSQ) and The Areas of Worklife Survey (AWS) developed by Maslach and Leiter. Correlations were made using Spearman's rho coefficient. The calculations also used stepwise linear regression analysis after checking certain assumptions, including checking the assumption of normality of residuals and the Durbin-Watson Test. The mean score for the 20 items of the MSQ questionnaire ranged from 3.05 to 3.43 on a 5-point Likert scale. Support from the interdisciplinary team, which concerned assessing the quality of the social environment in the workplace, cooperation and showing positive feelings received the highest rating among respondents (3.51 ± 0.76). The sense of fair treatment at work averaged 3.26 ± 0.58. The area of value conflict within the organization itself or between the employee's values and those of the organization, respondents rated an average of 3.26 ± 0.65. The mean score for all areas of professional work in the surveyed group was 3.09 ± 0.45. As satisfaction in particular areas of work life increases, so does the level of satisfaction in such aspects of work as achievement and a sense of fairness. The higher the level of satisfaction in the area of control, the more the sense of satisfaction with independence increases. The higher the satisfaction of respondents in the areas of values, workload and control, the higher the level of satisfaction with working conditions occurs.

Pengaruh Profesional Identity pada Turnover Intention dengan Employee Enggagement dan Job Satisfaction sebagai Variabel Mediasi

<p><em> </em><em>The high level of employee turnover intention is an important problem for companies. Companies to make efforts to increase job satisfaction and employee engagement in their work, so that it will have an impact on reducing turnover intentions. Research was conducted on employees to analyze the influence of professional identity on turnover intention with employee engagement and job satisfaction as mediation. This research uses a quantitative approach using a questionnaire filled out by 42 respondents who work at company.. techniques </em><em>probability sampling</em><em> with simple random sampling. The results show that professional identity, job satisfaction and work engagement have a negative influence on turnover intention. </em>Meanwhile, professional identity has a positive effect on employee engagement and job satisfaction. <em>Job satisfaction and employee engagement are able to mediate the influence of professional identity on turnover intention. In an effort to minimize employees turnover intention , companies need to improve their professional identity, which can have an impact on employee engagement and employee job satisfaction which will have the effect of lowering turnover intention.</em></p>

공인중개사의 직업전문성 인식이 직무만족에 미치는 영향

The purpose of this study is to investigate the relationship between recognition of professional expertise and job satisfaction of licensed real estate agents. To achieve the purpose of this study, we derived factors that recognized the professionalism of real estate agents and statistically analyzed their impact on job satisfaction among 203 real estate agents in Seoul and Gyeonggi regions. As a result, it was confirmed that sense of calling, self-control, and professional consciousness have a statistically significant influence on the recognition of professional expertise of licensed real estate agents. However, it was analyzed that sense of ownership had no effect on job satisfaction. Therefore, in order to increase job satisfaction through recognition of the professionalism of real estate agents, the factors of sense of calling, self-control, and professional awareness must be improved. To this end, first, real estate agents must recognize the profession of a real estate agent as useful and important, and strive to have a sense of vocation in engaging in it because it is rewarding and enjoyable to work as a real estate agent. Second, licensed real estate agents must strengthen self-control, including regulation of violations of law and ethics, appropriate punishment, mutual evaluation of licensed real estate agents, and ethical practice. Third, it is necessary to recognize that the real estate agent profession is a recognized profession that contributes to society and to strengthen professional awareness by providing customer service and professional services.

An Empirical Study on the Impact of Incentive Factors on the Teachers’ Performance among Private Higher Institution in China

This empirical study delves into the intricate relationship between incentive factors and the performance of teachers within the realm of private higher education institutions in China. With the rapid expansion of the private higher education sector in China, understanding the mechanisms that drive teacher performance becomes imperative for sustaining educational quality and institutional competitiveness. Employing a mixed-methods approach, this research integrates quantitative surveys and qualitative interviews to capture a comprehensive understanding of the multifaceted dynamics at play. The quantitative phase involves administering structured questionnaires to a representative sample of teachers across various private higher institutions in China, while the qualitative phase entails in-depth interviews with key stakeholders, including administrators and educators. The study evaluates a range of incentive factors, encompassing financial rewards, professional development opportunities, recognition, and job satisfaction, among others. Through statistical analyses and thematic coding, the research aims to identify the most influential incentive factors and their differential impacts on teachers' performance indicators such as teaching effectiveness, research productivity, and overall job satisfaction. Preliminary findings suggest that while financial incentives remain a significant motivator for teachers, non-monetary factors such as opportunities for professional growth and recognition also play a pivotal role in enhancing performance and job satisfaction. Moreover, the study uncovers nuanced variations in the perceived effectiveness of incentive mechanisms across different demographic and institutional contexts. By shedding light on the intricate interplay between incentive factors and teachers' performance, this study provides valuable insights for private higher education institutions in China to formulate evidence-based strategies for optimizing faculty motivation, productivity, and overall institutional effectiveness. The implications of these findings extend beyond the confines of academia, offering policymakers and educational stakeholders actionable recommendations to foster a conducive environment for teaching excellence and innovation in the private higher education sector.

Effect of Role Conflict on Teacher Trainers Job Satisfaction and Professional Commitment

This study examined the impact of role conflict, professional commitment, and job satisfaction on teacher educators in Kanpur, Uttar Pradesh, India. In particular, the aim of this study was to find out the importance of the effect of role conflict on professional commitment and job satisfaction. This study used 100 teacher educators teaching B.Ed. Kanpur Colleges. A descriptive research questionnaire was used. The instrument for data collection was a questionnaire. As a result, while role conflict had a significant effect on job satisfaction, both role conflict and job satisfaction did not have a significant effect on professional commitment. Indirectly, job satisfaction acts as a mediator between role conflict and professional engagement in B.Ed. colleges in Kanpur.

ANALYSIS OF PROFESSIONAL COMPETENCIES AND JOB SATISFACTION OF LIBRARIANS IN PRIVATE UNIVERSITIES IN SOUTH-WEST, NIGERIA

The study analyzed the professional competencies and job satisfaction of librarians in private university libraries in South-West, Nigeria. A survey research design was used for the study. The participants in this study were two hundred and forty-three (243) librarians from thirty-three private universities in Nigeria's South-West. Total enumeration was used to cover the two hundred and forty-three (243) librarians working in the thirty-three under study. The researcher adopted the instrumentation of the questionnaire method from Yaya (2019) for the collection of data on job satisfaction.The response rate was 61.7%. Descriptive statistics of frequency, percentage, mean and standard deviation were used to analyze the research question. Findings revealed that librarians in private university libraries in South-West, Nigeria experienced a high level of job satisfaction in overall relationship with fellow workers, carrying support from colleagues, information sharing and team spirit among colleagues. Despite high level of librarians’ job satisfaction; there was low satisfaction in the areas of salary and job security. Therefore, it is recommended that the management of private universities in the study areas improve satisfaction in these low areas. The librarians in the private university libraries in South-West, Nigeria possessed professional competence on the job. Professional competence was measured with three dimensions namely traits, knowledge and self-concept The study recommended that academic librarians’ professional competence on the job must be sustained.

An Evaluation of the Relationship Between Professional Self-Esteem and Job Satisfaction Levels of Audiologists According to Their Workplace Types.

The concept of occupational self-esteem is the value judgment developed towards the chosen profession, while job satisfaction includes positive emotional attitudes towards the job. Professional self-esteem and job satisfaction levels of audiologists are a matter of curiosity. To determine the effect of the workplace types of audiologists in Turkey on their professional self-esteem and job satisfaction levels. The study included 307 audiologists working in various types of workplace. Participation in the study was voluntary. A Personal Information Form, Arıcak's Occupational Self-Esteem Scale, and the Minnesota Job Satisfaction Scale were administered in all individuals via Google forms and the scale scores were compared according to the workplace types. A statistically significant relationship was found between professional self-esteem and job satisfaction, age, satisfaction with workplace, satisfaction with working conditions, effect of workplace on professional development, and income satisfaction (p<0.05). However, no statistically significant relationship was found between professional self-esteem and professional tenure and tenure in the current organization (p>0.05). There was a strong positive statistically significant relationship between job satisfaction and professional self-esteem of audiologists working at state hospitals, hearing aid centers, university hospitals, rehabilitation centers, and cochlear implant centers and academics (p<0.05). According to the present results, although the professional self-esteem of audiologists in Turkey showed a small difference according to the type of workplace, their mean score was high. This shows that audiologists enjoy their profession. Job satisfaction levels were lower especially in rehabilitation centers and private hospitals. We think that improving the working conditions of audiologists in private institutions will be effective in improving the services provided to patients by leading to better job satisfaction.

Organizational characteristics of nursing practice environments related to registered nurses’ professional autonomy and job satisfaction in two Finnish Magnet-aspiring hospitals: structural equation modeling study

BackgroundNurses are leaving their profession because of poor personal job satisfaction, heavy workload, and unfavorable work environments with low professional autonomy. Professional autonomy involves the possibility to influence one’s work and have a sense of control – the ability to contribute to a workplace culture and influence how decisions are made. This study explores registered nurses’ perceptions of the nursing practice environment, using the Nursing Work Index-Revised (NWI-R), and its relationships with professional autonomy and job satisfaction.MethodsA cross-sectional study along with instrument re-validation was conducted using a web-based survey for nurses in two Magnet-aspiring hospitals in Finland in September 2021 (n = 586). Structural equation modeling was used to find out the relationships of the NWI-R components with professional autonomy and job satisfaction.ResultsPrincipal component analysis and confirmatory factor analysis supported seven components with 34 items. Collegial nurse–doctor relationships, organization’s quality standards, and nursing involvement and expertise sharing (means of 3.23, 2.96, and 2.66, respectively) demonstrated a favorable nursing practice environment; professional nursing standards, nurse management and leadership, staffing and resource adequacy, and professional advancement (means of 2.38, 2.18, 2.15, and 2.13, respectively) demonstrated an unfavorable nursing practice environment. The presented model (RMSEA 0.068, CFI 0.987, TLI 0.946) indicated that nursing involvement and expertise sharing, organization’s quality standards, nurse management and leadership, and collegial nurse–doctor relationships were related to professional autonomy. Nurse management and leadership, staffing and resource adequacy, and organization’s quality standards were related to job satisfaction. Moreover, professional autonomy was related to job satisfaction.ConclusionNurses’ professional autonomy is important due to its relationship with job satisfaction. When factors that increase professional autonomy are taken into account and attention is paid to the promotion of autonomy, it is possible to improve nurses’ job satisfaction. These issues cannot be solved at the unit level; investment is needed at the organizational and political levels. The results introduce nurses, managers, researchers, and stakeholders to improvements in the nursing practice environment toward an organizational culture where nurses may utilize their professional autonomy to its full potential.

The influence of job satisfaction on retention of primary healthcare professionals in Tamil Nadu

Stability among healthcare professionals is considered critical to providing excellent care. Job satisfaction has a significant impact on the productivity and efficiency of human resources in the healthcare industry. This cross-sectional study examined the job satisfaction and retention intentions of healthcare professionals in primary healthcare centers in Tamil Nadu. Convenience sampling was used to collect data from 334 respondents using a validated structured questionnaire. The empirical research revealed that their work values were the most significant predictor of job satisfaction among PHC employees. On the other hand, time pressure had the least significant relationship with PHC employee satisfaction. The findings indicate that targeted interventions to enhance health workers' job satisfaction, reduce stress, and increase positive work values are essential to creating a positive work environment and increasing job satisfaction. This study adds to the literature on job satisfaction and retention of primary healthcare workers in Tamil Nadu. We recommend that healthcare managers promote and enforce PHC workers' work values to keep them positive. Work values and PHC workers' satisfaction and intention to stay have received little research attention. One of the first studies to empirically examine quality improvement, time pressure, commitment, compensation, and work values as dimensions of job satisfaction among health professionals in Tamil Nadu Primary Health Care Centers.

Survey of National Health Service (NHS) orthodontic practitioners in Wales, UK. Part 2: job satisfaction perceptions of the workforce 2021-2022.

To ascertain the perceptions of the Welsh NHS orthodontic workforce regarding their job satisfaction and work life balance. Descriptive cross-sectional survey. Clinicians providing NHS orthodontic treatment in Wales. An anonymised, email-distributed, electronic, two-part survey (onlinesurveys.ac.uk) of the Welsh NHS orthodontic workforce working within Wales was undertaken. The survey consisted of three sections: (1) demographic information (part 1); (2) respondents' working pattern (part 1); and (3) perceptions of professional job satisfaction and work/life balance (part 2). The responses received were exported into an Excel spreadsheet for descriptive analysis. The free-text comments were collated for each question and subsequently underwent a content analysis to identify any common themes. Part 2 of the survey yielded an overall response rate of 69.6% (n = 78). Over 96% (n = 75) of respondents felt that they had 'made the right career choice, including 100% of orthodontic trainees, orthodontic specialists and orthodontic consultants. Of the respondents, 88.5% (n = 69) said they 'enjoyed going to work', with the remaining being mostly neutral in their opinion. Of the respondents, 79.5% (n = 62) felt they were able to 'provide their patients the optimum care' and 64.1% (n = 50) felt that more demands were being placed upon them by patients and parents. Overall, 52.6% (n = 41) of survey respondents believed it was becoming increasingly difficult to achieve an effective work/life balance, and this was more prevalent among male respondents (61.5%, n = 16) than female respondents (48.1%, n = 25), although this difference was not statistically significant (P >0.05). Over 96% of respondents felt they have chosen the right career and that flexibility and a good working environment are important to job satisfaction. Respondents felt that there are increasing demands being placed upon them by patients/parents, employers, the Regulators, the Government and Health Boards. This is leading to increased difficulty in achieving a satisfactory work/life balance, especially among male respondents.

Professional identity, job satisfaction, and turnover intention among Chinese novice nurses: A cross-sectional study.

The world is faced with challenges due to a growing aging population and the increasing burden of chronic disease. The acute shortage of nurses and high turnover rates, particularly among novice nurses, are of great concern in many countries. Several studies have shown that turnover intention among nurses is influenced by professional identity and job satisfaction. However, to the best of our knowledge, no studies have examined this issue in the context of novice nurses. Thus, the present study aimed to explore the relationship between professional identity, job satisfaction, and turnover intention among novice nurses in China. From March 18 to April 23, 2022, a cross-sectional survey was carried out involving 532 novice nurses recruited from four public hospitals in Sichuan Province, China. Among the sample, 526 questionnaires were retrieved, with an effective response rate of 98.87%. The mean scores for turnover intention, professional identity, and job satisfaction were 13.02 ± 3.94, 36.17 ± 7.98, and 111.02 ± 21.46, respectively. High turnover intention was observed among novice nurses, of whom 54.37% (286/526) had high or very high turnover intention. Professional identity and job satisfaction among novice nurses were moderate. In terms of demographic characteristics, "Whether living with relatives" and "Monthly income" had a statistically significant impact on the turnover intention of novice nurses (P < .05). Both professional identity (r = -0.459) and job satisfaction (r = -0.517) were significantly and moderately negatively correlated with turnover intention (P < .01). The results of the multivariate linear regression analysis revealed that variables including "Whether living with relatives," "Professional identity," "Control and responsibility for work," and "Benefits" jointly accounted for 29.9% of the variance related to turnover intention among novice nurses. "Whether living with relatives," "Professional identity," "Control and responsibility for work," and "Benefits" were highly predictive of turnover intention levels among novice nurses. Hence, potential predictors of turnover intention should be considered, and intervention research should be conducted to reduce the level of turnover intention among novice nurses.

Job satisfaction of healthcare professionals in palliative care departments and factors affecting job satisfaction during COVID-19 pandemic

Background/Aim. The COVID-19 pandemic had a significant impact on the healthcare system, particularly healthcare providers such as nurses/medical technicians, who were obliged to adhere to strict procedures and manage their time effectively during shifts. The aim of this study was to identify internal strengths, weaknesses, threats, and challenges in palliative care management during the C OVID-19 pandemic from the perspective of nurses/medical technicians. Methods. A cross-sectional study was conducted on a 100% sample of nurses/medical technicians working in hospital-based palliative care in two clinics in Belgrade (47 respondents in total). The research instrument was a Questionnaire on Employee Satisfaction. The survey was conducted during September and October 2022. Results. Assessing the job satisfaction of nurses/ medical technicians revealed moderate job satisfaction (3.43), which was mostly influenced by appropriate financial compensation and the implementation of measures to prevent and control the spread of the COVID-19 infection. The dimensions of management that were significantly related to respondents? satisfaction were motivation and adequacy of hygienic conditions and measures to control COVID-19 (?2 = 62.83, p = 0.004 and ?2 = 36.42, p = 0.006, respectively). Conclusion. Nurses/medical technicians who experience stress at work in regular conditions tend to react the same way in different conditions, such as those related to COVID-19 infection. The most difficult challenge that the management faces is the recognition of the importance of the work of nurses/medical technicians by the community. Therefore, it is vital to respect and support the most important professional values of nurses/medical technicians, such as valuable achievements, the importance of professional challenges, personal growth and development, and independence in practice.

The Influence of Teacher Professional Attitude, Welfare, Continuous Self-Development, and Job Satisfaction on High School Teachers Performance

This study aims to determine the influence of teacher professional attitude, teacher welfare, teacher continuous self-development, and teacher job satisfaction on the performance of vocational high school teachers. This quantitative research used a correlational type. The sample of this research encompassed 155 vocational high school teachers, especially business and management teachers in Surakarta Residency, Central Java, Indonesia. The data were collected using a questionnaire which was tested for validity and reliability before being used. This research employed the Structural Equation Modelling analysis technique operated by Linear Structural Relationship. This study found that the teacher's professional attitude affected teacher welfare (t-count 5.27), but did not affect teacher continuous self-development (t-count 1.14), teacher job satisfaction (t-count -0.29), and teacher performance (t-count 0.55). Teacher welfare was confirmed to affect teacher continuous self-development (t-count of 2.94) and job satisfaction (t-count of 2.38), but not influence teacher performance (t-count -0.59). However, teacher continuous self-development was proven not to impact teacher job satisfaction (t-count value of 0.21) but impacted teacher performance (t-count value of 2.40). Meanwhile, job satisfaction had no impact on teacher performance (the t-count value of 1.53). The findings of this study can be used by policymakers to pay attention to improving teacher performance to the maximum and further researchers can examine other factors affecting teacher performance. Keywords: continuous self-development, job satisfaction, professional attitude, teacher performance, teacher welfare, vocational high school

Психологическое благополучие работников сферы образования в связи с различными психологическими аспектами их профессиональной деятельности

Background. Modern rhythm of life determines the need to accelerate the overall personal productivity and forces us to face systematic strain and stress. In this regard, individual resources and subjective well-being are of particular importance as factors that can prevent burnout and social maladjustment. The problem of psychological health in educational staff is especially significant, since they affect the academic process and the well-being of students. Objective. The research aims to study psychological well-being of university staff in connection with their professional motivation, the levels of job satisfaction, and professional burnout. Study Participants. The empirical study involved 140 people aged 20 to 80, university staff, of both sexes and with different social status. Methods. The study was carried out using the Method for diagnosing the subjective well-being of a person (R.M. Shamionov, T.V. Beskova), Motivation Sources Inventory (version of E.V. Sidorenko), Professional maladaptation questionnaire (O.N. Rodina), Job Satisfaction Survey (P. Spektor), Maslach Burnout Inventory (version by N.E. Vodopyanova). Statistical methods included Shapiro — Wilk test, Spearman's rank-order correlation. Statistical analysis was carried out using the JASP 0.16 software. Results. It has been established that an increase in the levels of professional burnout components correlates with a decrease in the levels of psychological well-being, professional motivation and job satisfaction (р &lt; 0.05). It is also shown that the correlations between professional burnout with the components of professional motivation are different in groups with different work experience in education. Conclusions. The results obtained made it possible to identify the most significant factors in professional motivation and job satisfaction that affect psychological well-being and the development of professional burnout among educators.

The Role of Counselors in College Students' Mental Health Education

At present, college students' mental health education is facing many challenges. Effective mental health education can help students cope with stress better, improve their self-regulation ability and enhance their psychological resilience, thus improving their academic performance and quality of life. Based on this, this study aims to explore the role of promoting counselors in college students' mental health education, and put forward corresponding implementation suggestions. Measures such as strengthening professional training, establishing effective communication mechanism, optimizing working environment and conditions, and enhancing influence can help counselors play their roles better and provide strong support for students' mental health. By studying the role of counselors in college students' mental health education, this paper can enhance the social attention to college students' mental health education, promote the formulation and implementation of relevant policies, and create a good social environment for the healthy growth of college students. At the same time, it can also improve counselors' professional identity and job satisfaction, and promote the stability and development of counselors.