Job Satisfaction Rates Research Articles

Accommodating Employees with Impairments and Health Problems: The Role of Flexible Employment Schemes in Europe

Over the past 30 years, the workplace has witnessed significant changes. The fast growth in the use of information and communication technologies and changes in working hours and agreements radically changed the nature of the job. One such change is flexible employment schemes, which can provide alternatives for employees with disabilities and health problems, giving incentives to increase their productivity and job satisfaction. This study examines the relationship between those schemes and labour outcomes, such as job satisfaction, job quality and absenteeism in this group of people. Furthermore, the objective is to explore the role of flexible employment for carers of people with impairments. The empirical analysis relies on the European Working Conditions Survey from 2000 to 2015. The findings show that employees with disabilities and health problems working under flexible employment schemes are more likely to report higher levels of job satisfaction and lower absenteeism rates than their counterparts working under fixed employment schemes. Moreover, carers’ job satisfaction and organisational loyalty are significantly improved when flexible employment schemes are in place. The policy implications suggest efficient implementation at the state and corporate levels of flexible employment systems that can promote job satisfaction, reduce turnover intentions and, thus, increase productivity.

Job morale of physicians and dentists in Kazakhstan: a qualitative study

Job morale is thought to be particularly low in Kazakhstan, adversely affecting job motivation, job satisfaction and burnout rates. Previous research suggests that high job morale has a better effect on patient outcomes and care quality. We, therefore, conducted a qualitative study to explore experiences underpinning positive and negative job morale, and to generate potential strategies for improving job morale of physicians and dentists working in public healthcare settings in Kazakhstan prior to the COVID-19 pandemic. Three focus groups containing 23 participants and 30 individual interviews were conducted, evidencing respondents' explanations of what affects job morale, and possible strategies to improve it. Data was synthesised using a thematic analysis. The themes about what influences job morale were: being unfairly rewarded for work; feeling vulnerable and undervalued; poor working styles and practices; and high internal value-based motivation. Various strategies were identified by participants to improve job morale, and these included: ensuring adequate and equitable financial income; improving the current malpractice system; eliminating poor working styles and practices; and creating a shared responsibility for health. The current study has found that despite prevailing threats, job morale amongst physicians and dentists working in public healthcare settings in Astana have been prevented from becoming negative by their strong sense of calling to medicine and the satisfaction of helping patients recover. Emphasising this rather traditional understanding of the role of physicians and dentists may be a way to improve job morale throughout training and practice.

Job satisfaction and associated factors in Greek public hospitals.

To investigate the level of job satisfaction of health care professionals in the public hospitals of the 1st Regional Health Authority of Attica and further to assess its determining factors. The Job Satisfaction Survey questionnaire was administered to health professionals in thirteen hospitals. The 36 items of the questionnaire are expressed on a Likert scale and are divided into nine dimensions. Additional questions were added covering the demographic and socio-economic characteristics. The reliability of the tool was: α Cronbach = 0.89. The response rate was 81.95%, 3,278 questionnaires were collected overall, of which 52,96% (n=1,736) originated from the nursing staff, 24.50% (n=803) from the medical staff and 22.54% (n=739) from other health employees. The average overall job satisfaction is moderate (3.33 out of 6). The category with the lowest score in job satisfaction was that concerning salaries (2.12). Questions related to promotion (2.45), additional benefits (2.67), operating procedures (2.82) received low job satisfaction rates. Instead, the categories that garnered positive job satisfaction concerned questions related to the supervision (4.66), the nature of work (4.34), and co-workers (4.25). Questions related to communication received 3.79. The findings showed lowest satisfaction levels in pay, fringe benefits, contingent rewards, promotion and operating procedures dimensions of job satisfaction. Participants were more satisfied with the nature of work, supervision and co-workers. The findings can be used as a set of reference levels and indicators for the human resources development component of the quality management system in the public hospitals.

Exploring Job Satisfaction of the Faculty at Bulacan Agricultural State College: Input to Enhance Performance in the New Normal

The goal of this study is to find out how satisfied faculty members at Bulacan Agricultural State College are with their jobs. Work environment, rank and employment status, faculty adequacy and loading, pay, fringe benefits and incentives, faculty development, and peer communication are all regarded motivating variables that have an impact on job satisfaction. The survey instrument was completed by 139 faculty members out of a total population of 186, which comprised both permanent and contract-based status academics. It seeks to get insights into the mean job satisfaction ratings of faculty respondents based on a survey. The study showed that the faculty members are generally satisfied with their current circumstances, though the college should consider factors such as training and development that will enable faculty to perform their current jobs effectively and prepare for future assignments, particularly now that the school environment is shifting to a new school environment as the new normal due to the COVID-19 pandemic. The researchers may have concluded that the college should focus more on motivating and maintaining these human resources in order to make them happier and to maximize their efforts by assuring the college's overall greatness.

Оценка уровня готовности медицинских специалистов разных ведомств в составе нештатных формирований Службы медицины катастроф к ликвидации медико-санитарных последствий чрезвычайных ситуаций

The aim of the study was to investigate and to evaluate the readiness and job satisfaction rates of military medical specialists and civilian personnel of military medical organizations of the Russian Ministry of Defense of central and district subordination (MMO-MOD group), as well as the readiness and job satisfaction indicators of medical specialists from medical organizations of the Russian Ministry of Health and the Federal Medical and Biological Agency (MOH-FMBA group) within the non-staff units of the Disaster Medicine Service for medical and sanitary consequences of emergencies elimination activities. Materials and research methods. Materials of the study: sociological survey questionnaires of the non-staff medical specialists divided into 2 groups (MOH-FMBA group, n = 255; MMO-MOD group, n = 227). The following was assessed: general characteristics of a medical specialist, his/her professional activity at the main place of work and in the non-staff formations when working in high readiness and emergency modes; readiness of non-staff medical specialists to eliminate medical and sanitary consequences of emergencies. Research methods: analytical, logical, statistical (descriptive statistics, correlation and factor analysis). Results of the study and their analysis. Satisfaction with the work of all military medical specialists and civilian personnel of the Russian Ministry of Defense of central and district subordination, as well as medical specialists from medical organizations of the Ministry of Health and the Federal Medical and Biological Agency of Russia were noted. It is marked that among the factors influencing professional activity of medical specialists of different departments in non-staff formations the most important should be considered special training and provision of non-staff formations with medical and other material and technical equipment, readiness of non-staff formations when working in the mode of daily activity to perform tasks on purpose.

Creating meaningful field experiences: the application of the job crafting concept to student teachers’ practical learning

ABSTRACT The successful learning and professional development of student teachers in field experiences depend on the conditions at the individual practicum school. As a consequence, researchers have investigated the relevance of various contextual factors (e.g. mentoring) and ways of improving them (e.g. mentor training). Whether and to what avail student teachers take an active role in adapting the conditions of field experiences to their needs has, however, received scant attention. In applying the concept of job crafting to field experiences during initial teacher education, the present study examines whether student teachers engage in activities to increase resources and control demands during practical phases. How job crafting can be predicted and whether such behaviour is related to higher rates of job satisfaction, engagement, and learning gains are investigated by surveying 132 student teachers at three measurement intervals (beginning, middle, and end) of a 14-week practical phase. The results indicate moderate to high rates of job crafting amongst student teachers. Just as job crafting was significantly predicted by contextual and individual factors, it predicted student teachers’ job satisfaction, teacher engagement and learning gains. The findings support the relevance of a research focus on proactive student teacher behaviour in field experiences.

Job satisfaction and its relationship with burnout among nurses working in COVID-19 wards: A descriptive correlational study

ObjectiveNurses' feeling of Job satisfaction and burnout profoundly impact the quality of nursing care. COVID-19, due to its unknown nature and high contagiousness, can cause high levels of stress and tension and, finally, burnout in nurses, affecting their job satisfaction. Therefore, we aimed to determine the level of job satisfaction and its relationship with burnout among nurses working in COVID-19 wards. MethodsThis is a descriptive correlational study in which a total of 251 nurses working in COVID-19 wards were enrolled using stratified random sampling. Data collection was conducted using the demographic questionnaire, the Minnesota Satisfaction Questionnaire (MSQ), and the Maslach Burnout Inventory (MBI). Data were analyzed using descriptive statistics and Pearson correlation coefficient. ResultThe results showed that the majority of nurses (75.7%) had a low level of job satisfaction, 40.6% of nurses had a high level of emotional exhaustion (EE), 41.8% had a moderate level of EE, and 50.2% of nurses had a high level of depersonalization (DP). Furthermore, over half of nurses (55.8%) experienced reduced personal accomplishment (PA), and 27.5% had a moderate level of reduced PA. There was a statistically significant negative correlation between job satisfaction and EE (r=-0.394, p<.001). Moreover, job satisfaction negatively correlated with reduced PA (r=-5/590, p<.001). However, no statistically significant correlation was found between job satisfaction and DP (r=-0.122, p=.053). ConclusionAs most nurses reported low job satisfaction and high rates of burnout, nurse managers should consider appropriate measures to correct these factors. Such measures could also improve patient satisfaction and, ultimately, the efficiency of the health system.

Prediction Analysis of College Teachers’ Happiness Based on the Graph Convolutional Network

College teachers are the source of creativity in the education system, and the happiness of college teachers can be fully ensured in order to cultivate better talents. To address the current problem that the trend of happiness of college teachers is unclear and the direction of enhancing happiness is unknown. We propose a method to predict the happiness of university teachers based on a graph convolution framework. We conduct a comprehensive analysis of teachers’ happiness factors in terms of academic innovation, job satisfaction, and student training rate to achieve a trend prediction of teachers’ happiness and provide a clear direction for improving happiness. We use the graph convolution structure to input the happiness factors as graph nodes into the graph convolution layer. We attach a sparse layer to the temporal convolution structure to obtain the time-scale information of happiness factor nodes in different research cycles. Finally, we cooperate with an e-commerce platform and use mobile app data as the feedback experimental database. The experimental results show that teachers with different years of experience perceive different levels of happiness factors, and different emotional stimuli also affect teachers' perceptions of happiness.

Exploring job satisfaction among pharmacy professionals in the Arab world: a multi-country study.

The study objectives were to (1) describe the characteristics of the pharmacy professionals and (2) explore the association between job satisfaction and factors, such as work control, work stress, workload and organization and professional commitments. This study was a cross-sectional design. The survey items were mainly adapted from the US National Pharmacist Workforce Survey. An electronic (Qualtrics) questionnaire was posted on pharmacist social media in several Arab countries. The survey link was posted from 22 March 2021 to 1 May 2021. The multiple linear regression measured the association between 12 independent variables and pharmacist job satisfaction. A total of 2137 usable surveys were received from pharmacists (54.7% female) working in 18 Arabic countries. The job satisfaction rate varied among countries in the Arab world. The fields with the highest satisfaction average included pharmaceutical marketing, academia and the pharmaceutical industry. At the same time, pharmacists working in community pharmacy and Ministry of Health/administrative positions had the lowest satisfaction rates. Overall, pharmacist satisfaction was average (3.1 out of 5). The pharmacists had the lowest satisfaction averages with income and job expectations. The pharmacists with bachelor's degrees had significantly lower satisfaction than pharmacists with postgraduate degrees. Male pharmacists had significantly higher job satisfaction compared with female pharmacists. Workload and the feelings of organization and professional commitments had significant positive associations with job satisfaction. The pharmacy profession in Arabic countries faced several challenges that negatively impacted job satisfaction. Improving work environment, professional management, income and organization loyalty is necessary to enhance pharmacist job satisfaction.

Comprehensive analysis of yacht masters operating in Bodrum district in terms of fatigue, burnout, and job satisfaction.

Yacht tourism is a developing sector in the world and in Turkey as well. Yacht masters are the most important components of this sector. This study aims to investigate the factors affecting the fatigue, job satisfaction, and burnout levels of yacht masters, offer solutions according to the findings, and eliminate this deficiency in the literature. The Maslach Burnout Scale (MBI), Minnesota Job Satisfaction Scale (MSQ) and Piper Fatigue Scale (PFS) were applied to yacht masters who are still actively working on yachts operating in the Bodrum district. Data analysis was performed using Statistical Package for the Social Sciences (SPSS) software. According to the results of the analysis, yacht masters have high emotional burnout perceptions and very high personal success perceptions. In addition, their depersonalisation levels are low and their overall job satisfaction is high. The general fatigue levels of the masters are moderate. As their job satisfaction rate increases, their perceived fatigue level decreases. As their age increases, their fatigue level decreases. As their fatigue level increases, their burnout level also increases.

Sự hài lòng đối với công việc của nhân viên y tế và một số yếu tố ảnh hưởng tại bệnh viện Đa khoa Khu vực huyện Tiểu Cần, tỉnh Trà Vinh năm 2020

Objective : Describe job satisfaction and analyze some factors affecting job satisfaction of health workers in Regional General Hospital Tieu Can district - Tra Vinh province, 2020. Methods: The cross-sectional study desgin with the combination of quantitative and qualitative methods was applied with total 153 health workers, performed from May to August 2020. Main findings: The rate of job satisfaction was low at 28.8%. Overall satisfaction score of 3.72. There is a relationship between the factors of income (p = 0.006; χ2 = 7.56; OR = 3.74), education level (p = 0.009; χ2 = 6.87; OR = 4.29), working position (p = 0.001; χ2 = 11.15; OR = 4.60) with job satisfaction. Income factor; working environment factors; leadership and colleague factors; Personal characteristics factors affecting job satisfaction of health workers. Job satisfaction rate is low, hospitals need to increase income for health workers, improve the working environment, leaders pay more attention to employees, implement a work performance evaluation system. The health worker needs to share difficulties with the hospital, strive to strive for himself and love his job. Keywords: job satisfaction, health workers, Tieu Can hospital

Employer Market Power in Silicon Valley

Adam Smith alleged that secret employer collusion to reduce labor earnings is common. This paper examines an important case of such behavior: no-poach agreements through which technology companies agreed not to compete for each other’s workers. Exploiting the plausibly exogenous timing of a US Department of Justice investigation, I estimate the effects of these agreements using a difference-in-differences design. Data from Glassdoor permit the inclusion of rich employer- and job-level controls. Estimates indicate each agreement cost affected workers approximately 2.5 percent of annual salary. Stock bonuses and ratings of job satisfaction were also negatively affected.

Employee Monetary Compensation and Employee Job Satisfaction

It is known employee job satisfaction is related to employee motivation, performance, retention, and other factors which are beneficial to the employee and the employer. In recent decades, some have used the work of Self-Determination Theory to claim pay is irrelevant and promote the idea it is an employee’s commitment, attitude, and the programs the employer offers the employee that are important to employee satisfaction, motivation, performance, morale, and retention. However, the work of Self-Determination Theory has neither stated nor confirmed this concept. In a study considering if and to what extent a relationship exists between employee rate of monetary compensation and employee job satisfaction, it was found a statistically significant positive relationship exists between employee rate of monetary compensation and employee overall, extrinsic, and intrinsic job satisfaction. The sample consisted of N = 129 employees of Fortune 500 companies within the United States of America. Utilizing Spearman’s rank-order correlation employee overall job satisfaction resulted in ρ = .290, employee extrinsic job satisfaction resulted in ρ = .227, and employee intrinsic job satisfaction resulted in ρ = .325 all demonstrating a positive relationship with employee rate of monetary compensation. This article discusses the current literature, results, and implications.

The Relation between Emotional Intelligence Training and Job Satisfaction—Case Study &amp;lt;br&amp;gt;—In the United Arab Emirates

Introduction: Emotional intelligence and job satisfaction are of particular importance in the workplace environment, The aim of this research is to investigate, the impact of emotional intelligence training on job satisfaction in an education firm located in the United Arab Emirates (UAE). The results can help organizations realize human capabilities and the way to improve them by providing more attention to the human aspect. Purpose: The purpose of the research is to investigate the relationship between Emotional Intelligence Training and job satisfaction. Design/Methodology/Approach: Mixed methods case study was done on fifty employees from one single company, who were selected based on their low Job satisfaction rate according to the yearly satisfaction questionnaire done by their company. All fifty employees attended Emotional Intelligence training for five days with a total of forty training hours. After three months of completing the training, the employees undergo a satisfaction survey to assess the impact of the training. Analyses were done using SPSS to examine the correlation and the impact of Emotional Intelligence (EI) Training and Job Satisfaction (JS). Finding: Emotional Intelligence Training Positively Impacts the Job Satisfaction (JS). Practical Implications: Emotional Intelligence training will be beneficial to be utilized by the company and human resource management team to foster employees’ EI which will increase job satisfaction.

HEALTHCARE LEADERSHIP: MOVING FROM CLINICAL SPECIALIST TO HEALTHCARE LEADER

Medical doctors may not have the necessary evidence-based knowledge of specific leadership styles to excel in a leadership role. This article explores the various leadership styles adopted by a clinical professional transitioning into a leadership role. The goal-path theory, developed by Robert House in 1971, was used as the theoretical lens for this study. Twenty peer-reviewed scientific articles, written in English and published between 2015 and 2020, were analyzed and synthesized to produce results. The results showed that employee retention was positively associated with transformational and authentic leadership styles; organizational commitment was positively related to transformational, transactional, and genuine leadership styles; and job satisfaction was positively related to transformational and authentic leadership styles. In particular, the transformational leadership style showed higher employee retention and job satisfaction rates than the transactional and non-interventional leadership styles. The original and transformative leadership styles increased job satisfaction and commitment, but the correlation between an authentic leadership style and these benefits was less clear. Clinical professionals must apply a transformational leadership style to become influential leaders.

Predicting factors of organizational citizenship behavior in Indonesian nurses

This present study investigates the relationship between transformational leadership, learning culture, job satisfaction, and organizational citizenship behavior. In addition, it also examines the mediating role of learning culture and job satisfaction on transformational leadership and organizational citizenship behavior. This study utilized online questionnaires to collect data from nurses in a public hospital in Indonesia. Partial least square (PLS) was used as an analysis tool for 205 collected data. The findings indicated that transformational leadership did not significantly affect organizational citizenship behavior, but this has substantial implications for learning culture and job satisfaction. Both learning culture and job satisfaction significantly and positively predict organizational citizenship behavior. In addition, learning culture and job satisfaction act as perfect mediators between transformational leadership and organizational citizenship behavior. This study suggests leaders to maximize a systematic learning program and to pay attention to the nurses’ job satisfaction rate to improve organizational citizenship behavior. The findings also provide learning culture and job satisfaction as critical factors, directly and indirectly, in motivating employees to perform organizational citizenship behavior.

Talent Management: An Emerging Focus on the Banking Sector of South Africa

An organisation's talent management practice is a human resource strategy aimed at identifying, developing, deploying and retaining talented and high-potential staff. Talent management is primarily among the human resource practices of employee development. By identifying and enhancing the skills of employees, it not only increases their efficiency, but also results in higher job satisfaction, increased motivation, and elevated retention rates of staff.The purpose of this research was to look into the impact of talent management on South Africa's banking sector, with reference to the retention of employees. Those included in the study were randomly selected managers and staff from FNB, ABSA and Nedbank. The study's goal was to investigate if targeted talent management influences the retention of employees within the organisation.This study used a descriptive research design. To obtain quantitative data, the researcher applied a questionnaire. Descriptive statistics were used to analyse the quantitative data produced from Cronbach alpha, Z-test and Chi-square tests. The research disclosed that the primary talent methods are motivation, regular training and employee development.However, succession planning, career mentoring, recruitment, and selection - as talent management techniques have a direct relationship with employee retention. Based on the study’s findings, it is recommended that the organisation should develop effective talent management practices aimed at increasing the retention of employees.

Study on Nursing Effect of Individualized Health Education Combined with Cognitive Training in Elderly Stroke Patients

Objective To study the nursing effect of individualized health education combined with cognitive training in elderly stroke patients. Methods 112 elderly stroke patients treated in the Department of Neurology of our hospital from January to June 2017 were randomly divided into experimental group and control group. In the control group, routine treatment, nursing and rehabilitation exercises were carried out, and regular health education was carried out. The experimental group, on the basis of routine treatment, nursing and rehabilitation exercise, carried out individualized health education and cognitive training combining the content of individualized health education. The effect of intervention was evaluated by Montreal Cognitive Assessment Scale (MoCA), health education questionnaire, daily life self-care scale (ADL) and nurse job satisfaction questionnaire before intervention, at the end of intervention for 4 weeks and at the end of intervention for 12 weeks. Results At the end of 4th and 12th week after intervention, the scores o MoCA, the awareness rate of health education, ADL and job satisfaction of nurses were higher than those before intervention, and the observation group was higher than that of the control group (P&lt;0.05), with statistical difference (P&lt;0.05). Conclusion Individualized health education combined with cognitive training can effectively improve the patients’ cognitive function, improve the patients’ awareness of stroke disease and the compliance of health education, improve the patients’ self-care ability in daily life and the satisfaction of nursing work, so as to improve the patients’ quality of life and quality of living.

Pengaruh Kepuasan Kerja terhadap Komitmen Organisasional Karyawan pada Organisasi Kantor Hukum

From the literature studies, research has not been found that examines the effect of job satisfaction on employee commitment in organizations engaged in law firms, especially in the context of Jakarta, Indonesia. Generally, research is carried out in business organizations or government organizations. Meanwhile, managing a law office is different from managing a business or government organization. It is necessary to know how best an organization in the legal field should manage and treat its employees, so that they have high satisfaction and commitment to achieving organizational goals. Whether the approach to human resource management should be the same or different from that applied to other types of organizations. Thus this study aims to: (1) quantitatively examine the effect of job satisfaction on employee commitment in organizations engaged in the Law Office, (2) Identify the level of job satisfaction and employee commitment to the Law Office organization which is the object of study and the factors dominant forms of job satisfaction and high commitment from employees, and (3) Establishing theoretical and managerial implications based on the findings obtained in the first and second research objectives. The research was conducted using quantitative research methods through simple regression analysis. The data collection technique was carried out by distributing questionnaires to 153 (one hundred and fiftythree) respondents from a law office located in Jakarta, Indonesia. The results showed that job satisfaction had a significant positive effect on employee organizational commitment. This study also found three dimensions of job satisfaction that received high ratings so that the overall job satisfaction rate was categorized as very good. The four dimensions are sequentially: appreciation from the company, colleagues and the nature of the job .

Determinants of Hematology-Oncology Trainee's Post-Fellowship Career Pathways with a Focus on Non-Malignant Hematology

Background: Non-malignant hematologic conditions are extremely prevalent and contribute significantly to the global burden of disease. Most training programs in hematology are combined with training in medical oncology, and there is no longer a specific requirement for a certain amount or percentage of fellowship time to be dedicated to training in non-malignant hematology. As a result, our health care system may soon face a shortage of specialists in non-malignant hematology. We sought to identify factors that lead hematology-oncology fellows to pursue (or not to pursue) careers in non-malignant hematology.Methods: We conducted a cross-sectional web-based survey of our institution's hematology/oncology graduates from 1998 through 2016. Of 164 alumni, 151 had available contact information. We emailed all 151 alumni and received 2 “bounceback” emails indicating the email on file was no longer valid, leaving a total of 149 alumni who were emailed the questionnaire.Results: Of the 149 alumni emailed the questionnaire, 86 responded (response rate 57.7%). The median age of the responders was 44 years (range 33-63) and 62 (72.1%) were male. 59 (68.6%) of respondents practice at an academic medical center, 24 (27.9%) in a community center or private practice, and 3 (3.5%) are in other areas (industry, government, etc). Respondents reported spending a median of 65% of their time in clinical practice, 12.5% in research, 2.0% in education, and 5.0% in administration. Those in clinical practice reported spending a median of 60% of their time in solid tumor oncology, 20% in hematologic malignancies, and 5% in benign hematology. 46 (54.8%) of respondents indicated that they spent at least some time practicing non-malignant hematology, but only 1 respondent reported spending more than 50% of their time seeing patients with non-malignant hematologic conditions. Factors affecting choice of patient population are shown in the top component of the Table. For those who did not report practicing non-malignant hematology, the bottom component of the Table and the Figure show the degree to which respondents indicated that each of these factors could have positively influenced them to pursue a career in non-malignant hematology. Overall, respondents involved in clinical practice reported a median job satisfaction level of 85 on a scale of 1-100. Those who practice non-malignant hematology reported a slightly but non-significantly lower job satisfaction rate as compared to those who do not practice non-malignant hematology (median 81.5 versus 87.0, p=0.14), but there was no correlation between the percentage of time spent on non-malignant hematology and reported job satisfaction amongst those practicing non-malignant hematology (Spearman correlation = 0.05, p=0.75).Conclusions: Graduates of an academic hematology-oncology fellowship spend over 50% of their time in clinical practice, but only about half spend at least some time practicing non-malignant hematology and almost none practice non-malignant hematology for a majority of time. Factors most influencing graduates' career choices include clinical experience during fellowship, intellectual stimulation of the patient population/disease type, and a supportive mentor. Graduates report that the factor most likely to have led to spending more time in non-malignant hematology would be increased exposure to role models and mentors in this area. Overall, graduates report being satisfied with their careers. [Display omitted] DisclosuresNo relevant conflicts of interest to declare.