Job Satisfaction Scores Research Articles

Is satisfaction a direct predictor of nursing turnover? Modelling the relationship between satisfaction, expressed intention and behaviour in a longitudinal cohort study.

BackgroundThe theory of planned behaviour states that attitudinal variables (e.g. job satisfaction) only have an indirect effect on retention whereas intentions have a direct effect. This study uses secondary data from a longitudinal cohort of newly qualified nurses to test for the direct and indirect effects of job satisfaction (client care, staffing, development, relationships, education, work-life interface, resources, pay) and intentions to nurse on working as a nurse during the 3 years after qualification.MethodsA national sample (England) of newly qualified (1997/98) nurses (n = 3669) were surveyed at 6 months, 18 months and 3 years. ANOVA and MANOVA were used for comparison of mean job satisfaction scores between groups; intentions to nurse (very likely, likely vs. unlikely, very unlikely and unable to say at this stage); working (or not working as a nurse) at each time-point. Indirect and direct effects were tested using structural equation and logistic regression models.ResultsIntentions expressed at 6 months to nurse at 18 months were associated with higher scores on pay and relationships, and intentions at 3 years were associated with higher scores on care, development, relationships, work-life interface, resources, pay respectively. Intentions expressed at 18 months to nurse at 3 years were associated with higher scores on development, relationships, education and work-life interface. Associations with actual nursing were fewer. Those working as a nurse had higher satisfaction scores for development (18 months) and relationships (3 years). Regression models found significant associations between the pay and staffing factors and intentions expressed at 6 months to nurse at 18 months, and between pay and intentions to nurse at 3 years. Many of the associations between intentions and working as a nurse were significant. Development was the only job satisfaction factor significantly associated with working as a nurse and just at 18 months.ConclusionResults partially support the theory of planned behaviour. Intentions expressed by nurses are stronger predictors of working as a nurse than job satisfaction. Retention strategies should focus on identifying nurses showing early signs of departure with emphasis on developmental aspects, mentoring and support.

Relationships between coping strategies, individual characteristics and job satisfaction in a sample of hospital nurses: Cross-sectional questionnaire survey

Objectives This study aims to describe and compare the job satisfaction, coping strategies, personal and organizational characteristics among nurses working in a hospital in Turkey. Methods In this cross-sectional survey design study, 186 nurses from Cumhuriyet University Hospital completed Personal Data Form, Minnesota Satisfaction Questionnaire and Ways of Coping Inventory. Response rate was 74.4%. Results In this study, it was found that job satisfaction score of nurses showed moderate (mean: 3.46 ± 0.56) was found. While nurses mostly used to employ self-confident and optimistic approaches that had already being considered as positive coping strategies with stress, yielding and helpless approaches were employed less than that. While a statistically significant positive relation ( p < 0.05) was found between job satisfaction and dimensions of Ways of Coping Inventory “self-confident approach” and “optimistic approach”, negative relation ( p < 0.01) was found between job satisfaction and dimensions of the “helpless approach”. Organizational and individual nurse characteristics were not found to be associated with job satisfaction. But, job satisfaction of the nurses who is bounded by a contract was found higher than that of permanent staff nurses ( p < 0.05). Conclusions The job satisfaction of Turkish hospital nurses was at a moderate and that of the nurses who succeeded to coping with the stress was heightened. Higher levels of job satisfaction were associated with positive coping strategies. This study contributes to a growing body of evidence demonstrating the importance of coping strategies to nurses’ job satisfaction.

Intention to stay and nurses' satisfaction dimensions

The study was conducted to identify the satisfaction dimensions in relation to anticipated nurse turnover in an academic medical institution using an ordinal regression model. A cross-sectional descriptive study was designed to describe nurse job satisfaction in relation to their intention to stay at King Faisal University's Hospital, Al-Khobar, Saudi Arabia. All nurses available at the time of the study were included (499 nurses in different departments). The response rate was 55.3% (276 questionnaires suitable for analysis). A self-administered questionnaire with 26 items was developed for this study with a five-point Likert scale ranging from 1 = highly dissatisfied to 5 = highly satisfied). Nurses were least satisfied with the hospital's benefits (1.2 ± 0.4), hospital policies (1.4 ± 0.5), bonuses (1.1 ± 0.3), fairness of the performance appraisal system (1.5 ± 0.5) paid time off (1.5 ± 0.5), and recognition of achievements (1.5 ± 0.5). The mean general job satisfaction score was 2.2 ± 0.4. Ordinal regression analysis revealed leadership styles and challenging opportunities as predictive dimensions for the intention to stay. There are nurse job satisfaction dimensions other than salary and incentive that may be anticipated with the intention to stay in the health facility. Namely, leadership styles in the health organization and challenging opportunities at work.

Application of Rasch rating scale model to analysis of job satisfaction among practicing pharmacists

ObjectiveTo demonstrate the application of Rasch analysis in the study of job satisfaction among practicing pharmacists. DesignCross-sectional survey study. SettingCommunity independent, community chain, hospital, and other pharmacies in the United States in fall 2005. Participants790 practicing pharmacists. InterventionMailed survey based on past studies of job satisfaction. Main outcome measureJob satisfaction as measured using the Rasch rating scale model (which considers responses on Likert scales as categorical data) and traditional estimation techniques (which assume a continuum among responses on these scales by analyzing data as interval). ResultsA gain in precision for the Rasch technique was observed for the constructs distributive justice, job autonomy, job ambiguity, role conflict, positive affectiv- ity, job resources, and supervisory support. No gain in precision was found for the constructs negative affectivity and work involvement. Traditional estimates offered more precision for the constructs job repetition, promotional opportunity, and workload. ConclusionCompared with traditional estimates, Rasch estimates provided more precise scores of job satisfaction on certain subscales, especially those whose mean scores were large or responses more diverse.

The impact of the integrated services to home care personnel's job, job satisfaction and quality of services: an intervention study

Introduction: Health and social care services are undergoing integration worldwide. The reform has changed home care work considerably. According to previous studies, home care work has become more versatile and home care workers’ responsibility for home-dwelling elderly who are more fragile has increased. Organisational interventions can strengthen home care work, staff resources and staff well-being. Only a few studies have studied the restructuring from a home care staff point of view. Aim: The aim was to examine the impacts of a work reorganisation intervention on home care personnel’s job, job satisfaction and the quality of services. This work forms part of a larger Finnish project entitled PALKO (Integrated Services in the Practice of Discharge and Home Care). Method: The design involved 11 municipalities randomised to the intervention municipalities and the other half to the controls. The data from home care personnel were gathered via a questionnaire in spring 2001 (ns1183) and in autumn 2003 after the intervention (ns1291). The response rate was 63 per cent in both cases. Results: Nearly all respondents were women and two-thirds were home aids and home help workers. The mean age was 46 years in the intervention group and 44 years in the control group (p-0.001). Otherwise the groups did not differ statistically in background variables. The information flow between home care and hospitals improved in the intervention group compared to the controls. The work load was not reduced. Skill discretion scores did not change in the intervention group between baseline and follow-up. Interestingly, decision authority scores had reduced in the intervention group compared to the control group. There were no statistically significant changes in the job satisfaction scores in either group. The quality of services was rated as better in the intervention group at the follow-up compared to the baseline. Conclusions: There were favourable changes in the home care personnel’s job control and the quality of services in the intervention group compared to the control group. However, outcome measures and possible effects of socially complex interventions need to be discussed more.

Summary of: Facets of job satisfaction of dental practitioners working in different organisational settings in England

Introduction Before April 2006, English dentists were either working as an NHS general dental service (GDS) practitioner (fee-per-item, no local contractual obligations); an NHS personal dental service (PDS) practitioner (block contract with the primary care trust (PCT)); a private practitioner (either fee-per-item or capitation-based, independent of the PCT); or in a situation where they were mixing their NHS work (either under the GDS or PDS arrangements) with private work. Objectives To a) investigate the extent of the mix of NHS and private work in English dentists working in the GDS and PDS, b) to compare global job satisfaction, and c) to compare facets of job satisfaction for practitioners working in the different organisational settings of PDS practices, GDS practices and practices where there is a mix of NHS and private provision. Method A questionnaire was sent to 684 practitioners, containing 83 attitudinal statements relating to job facets, a global job satisfaction score and questions concerning workload. Results Response rate was 65.2%. More PDS than GDS dentists were found to treat the majority of their patients under the NHS. GDS dentists working fully in the NHS were least likely to be satisfied with their job, followed by PDS practitioners and then GDS dentists working in mixed NHS/private practices. Private practitioners were the most satisfied. Conclusion Differences between GDS, PDS and private practitioners were found in global job satisfaction and in the facets of job satisfaction related to restriction in being able to provide quality care, control of work and developing clinical skills.

Facets of job satisfaction of dental practitioners working in different organisational settings in England

Before April 2006, English dentists were either working as an NHS general dental service (GDS) practitioner (fee-per-item, no local contractual obligations); an NHS personal dental service (PDS) practitioner (block contract with the primary care trust (PCT)); a private practitioner (either fee-per-item or capitation-based, independent of the PCT); or in a situation where they were mixing their NHS work (either under the GDS or PDS arrangements) with private work. To a) investigate the extent of the mix of NHS and private work in English dentists working in the GDS and PDS, b) to compare global job satisfaction, and c) to compare facets of job satisfaction for practitioners working in the different organisational settings of PDS practices, GDS practices and practices where there is a mix of NHS and private provision. Method A questionnaire was sent to 684 practitioners, containing 83 attitudinal statements relating to job facets, a global job satisfaction score and questions concerning workload. Response rate was 65.2%. More PDS than GDS dentists were found to treat the majority of their patients under the NHS. GDS dentists working fully in the NHS were least likely to be satisfied with their job, followed by PDS practitioners and then GDS dentists working in mixed NHS/private practices. Private practitioners were the most satisfied. Differences between GDS, PDS and private practitioners were found in global job satisfaction and in the facets of job satisfaction related to restriction in being able to provide quality care, control of work and developing clinical skills.

패턴분석을 이용한 교류분석이론과 직무만족에 관한 연구

본 논문에서는 조직구성원을 대상으로 하여 이고그램, 인생태도, 스트로크, 시간의 구조화 4개의 이론을 이용한 직무만족의 패턴에 대한 연구를 하였다. 패턴분석의 도구로서는 특별히 패턴분석에 효과적인 모델인 퍼지 TAM 네트워크를 사용하였다. 퍼지 TAM 네트워크의 입력데이터는 교류분석의 4개 이론의 값이며, 출력데이터는 직무만족의 점수를 2개로 나눈 클래스이다. 연구의 결과로서는 4개의 교류분석의 이론과 직무만족의 패턴분석에 대한 트레이닝 데이터의 정답률은 85-100%, 체킹데이터의 정답률은 60%이었다. In this paper, we study to the pattern of job satisfaction using four theories of transactional analysis-egogram, life positions, strokes, time structuring-for organizational members. The tool of pattern analysis is used fuzzy TAM network which Is especially effective for pattern analysis. The input data of fuzzy TAM network ate values of four theories in transactional analysis, the output data is the classes which is divided by two groups from score of job satisfaction. From the result of this study, the correct rates of training data and checking data are 85-100% and 60%, respectively.

Burnout and Job Satisfaction in New Zealand Psychiatrists: a National Study

To estimate the prevalence of burnout and the level of job satisfaction among New Zealand psychiatrists, and to ascertain relationships between socio-demographic variables, job satisfaction and burnout in the target population. In phase one of the study a postal survey was mailed out to every practising psychiatrist on record as well as all doctors working in psychiatry without specialist qualifications (MOSS). Three questionnaires were used: a socio-demographic questionnaire, the Maslach Burnout Inventory (MBI) and a Job Diagnostic Survey (JSS). Regression analysis was performed on returned data sets using socio-demographic characteristics as explanatory variables and score components of the MBI and JDS as the outcome measures. The results showed that the prevalence of burnout in New Zealand psychiatrists is cause for concern. Two-thirds of all psychiatrists described moderate to severely high levels of emotional exhaustion, with a similar proportion describing low levels of personal accomplishment. Depersonalisation did not appear to be a major problem in the population. Job satisfaction remained relatively high despite the high prevalence of burnout, although there was a relationship between burnout and job satisfaction scores. This study has demonstrated a high prevalence of burnout and factors associated with it among New Zealand psychiatrists. Further research is needed to ascertain why job satisfaction remains high in the presence of burnout, and factors predisposing to, or protective of, burnout.

Job satisfaction of staff and the team environment in Australian general practice

To study the work satisfaction of general practice staff, the differences between types of staff, and the individual and organisational factors associated with work satisfaction. Cross-sectional multipractice study based on a self-completed job satisfaction survey of 626 practice staff in 96 general practices in Australia between 16 December 2003 and 8 October 2004. Job satisfaction scores for all staff and for general practitioners alone; relationship between job satisfaction and the team climate, practice size, particular jobs within practices, demographic characteristics of participants, and geographical location of practices. The response rate was 65%. Job satisfaction was high, with a mean score of 5.66 (95% CI, 5.60-5.72). Multilevel analysis showed that all general practice staff were highly satisfied if they worked in a practice with a good team climate. Practice managers reported the highest satisfaction with their work. Practice size and individual characteristics such as the sex of the participant were unrelated to job satisfaction. GPs tended to have lower satisfaction than other staff in relation to income, recognition for good work and hours of work. Rural GPs were more satisfied. Most general practice staff are satisfied with their work. Facilitating teamwork may be a key strategy for both recruitment and retention of the general practice workforce, especially staff who are not GPs.

Enhanced Care Assistant Training to Address the Workforce Crisis in Home Care: Changes Related to Job Satisfaction and Career Commitment

Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18-39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40-51 years of age. When contacted 6-12 months after the training series had concluded participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage.

Factors associated with psychiatric morbidity in Spanish schoolteachers

The relationship between psychiatric morbidity and characteristics of the work environment has been well-documented, and one of the professional groups in which psychiatric symptoms are most common is schoolteachers. The present study was designed to evaluate the association between psychiatric morbidity [measured with General Health Questionnaire (GHQ)-28 score] and workplace-, sociodemographic- and personality-related variables in schoolteachers. A sample of 498 non-university teachers in the city of Granada (southern Spain) were studied with a questionnaire comprising items that covered work-related variables (work and professional variables, as well as job perceptions), sociodemographic characteristics of the teachers and personality, evaluated with the Temperament and Character Inventory (TCI-125). The dependent variable was psychiatric morbidity, measured as scores >6 on the GHQ-28. Crude and adjusted odds ratios between each independent variable and psychiatric morbidity were obtained. In the adjusted analysis, psychiatric morbidity was associated with heavy workload, physical assault from pupils, low appraisal by superiors, low job satisfaction, high stress, female gender and (regarding personal characteristics) high scores for harm avoidance and novelty seeking and low scores for self-directedness. When personality characteristics are taken into account, the effect of workplace and sociodemographic variables was limited, although workload, poor job satisfaction and female sex remained associated with psychiatric morbidity.

Job satisfaction among young European higher education graduates

The effects of diverse education-related variables on job satisfaction scores are analysed using a sample of European higher education graduates at early stages of their working life. Ordered choice models for job satisfaction are estimated including as explanatory diverse educational variables such as field of study, graduates’ evaluation of their educational experience, the match between the competences developed during education and those required by jobs, as well as information on graduates’ values and interests. The results show, even after controlling for actual job characteristics, that education-related variables have a great impact on graduates’ job satisfaction. Additionally, estimation results by each one of the countries included in the sample are also presented.

The Factors Associated with Job Satisfaction of Assistant Nurses in General Hospitals

Background : The main aim of this study was to analyze the factors that could be used to predict job satisfaction of assistant nurses in general hospitals. Material and Methods : This study was based on a survey of assistant nurses in the Daegu region from January 1, 2006 to January 31, 2006. Originally 300 questionnaires were distributed and among them 291 were completed. The data was collected and used for the statistical analysis. Descriptive and inferential statistics, such as the frequency, t-test and one-way ANOVA were used for the analysis. Results : Among the respondents, the average score for job satisfaction was lowest in the university-trained nurses and highest in the nurses who had only graduated from high school. Conclusion : The working conditions, work place and motivation are significantly associated with job satisfaction. In particular, there was lower job satisfaction in those nurses who wanted to change their occupation.

A Comparison of Two Measures of School Psychologists’ Job Satisfaction

The purpose of this study was to establish the concurrent and construct validity of the Job Satisfaction Scales (JSS) and a modified version of the Minnesota Satisfaction Questionnaire (MSQ) using a sample of practicing school psychologists. Strong internal consistency was determined within each of the job satisfaction instruments. Correlations between the MSQ and JSS provide evidence of concurrent validity based on the significant positive relationships between paired scales. There was no significant difference between the MSQ and JSS standard scores for overall job satisfaction. The strong evidence of construct validity suggests that research using the MSQ and JSS can be compared with confidence, in that similar constructs are being evaluated. There are some differences between the two instruments that might make one instrument more useful than the other for particular research purposes.

Arbeidstevredenheid als maat voor kwaliteit van de arbeid

Job satisfaction as measure for the quality of working life Job satisfaction as measure for the quality of working life Dutch organizations spend a great deal of money in measuring job satisfaction in order to improve organizational performance and simultaneously the quality of working life (QWL). However, in Dutch literature, there is an abundance of sociological and psychological critique on the use of job satisfaction as a measure for QWL. Therefore we studied 50 English empirical journal articles for arguments in the discussion of whether job satisfaction is a useful measure for QWL. The results indicate that job characteristics as well as dispositional traits, such as negative affectivity, are important determinants of job satisfaction. Many studies assume that workers adjust their expectations in order to overcome a misfit between expectations and working conditions. However, adjustment is hardly operationalized. Since we found that job satisfaction is determined by more factors than work characteristics, we conclude that it is not a useful measure for QWL. Organizations cannot develop improvement measures based on job satisfaction scores solely.

Determinants of staff job satisfaction of caregivers in two nursing homes in Pennsylvania

BackgroundJob satisfaction is important for nursing home staff and nursing home management, as it is associated with absenteeism, turnover, and quality of care. However, we know little about factors associated with job satisfaction and dissatisfaction for nursing home workers.MethodsIn this investigation, we use data from 251 caregivers (i.e., Registered Nurses, Licensed Practical Nurses, and Nurse Aides) to examine: job satisfaction scores of these caregivers and what characteristics of these caregivers are associated with job satisfaction. The data were collected from two nursing homes over a two and a half year period with five waves of data collection at six-month intervals. The Job Description Index was used to collect job satisfaction data.ResultsWe find that, overall nursing home caregivers are satisfied with the work and coworkers, but are less satisfied with promotional opportunities, superiors, and compensation. From exploratory factor analysis three domains represented the data, pay, management, and work. Nurse aides appear particularly sensitive to the work domain. Of significance, we also find that caregivers who perceived the quality of care to be high have higher job satisfaction on all three domains than those who do not.ConclusionThese results may be important in guiding caregiver retention initiatives in nursing homes. The finding for quality may be especially important, and indicates that nursing homes that improve their quality may have a positive impact on job satisfaction of staff, and thereby reduce their turnover rates.

Factors related to job satisfaction among South Korean dentists

The purposes of this study were to investigate the level and distribution of job satisfaction and to explore work environment factors associated with job satisfaction of South Korean dentists. A stratified systematic random sample of 1029 dentists was selected from the 10 357 registered dentists in the Korean Dental Association. They were surveyed via a self-administered mail questionnaire. Job satisfaction was measured by a modified version of the Dentist Satisfaction Survey. The response rate was 62.2%. The mean score of overall job satisfaction among South Korean dentists was 3.2 out of 5. In terms of work environment factors, the most satisfying aspect was patient relations (3.7) and the least satisfying aspect was personal time (2.8). Multiple regression analysis identified a model including patient relations, perception of income, personal time, staff, and specialty training that accounted for 35% of variation in overall job satisfaction. The majority of the variance was explained by patient relations. This study suggests that patient relations, perception of income, personal time, staff, and specialty training are important work environment factors for job satisfaction among South Korean dentists. The findings of this study will be helpful to policy makers to design plans to increase the level of job satisfaction among South Korean dentists.

Case Managers’ Experiences of Personal Growth: Learning from Consumers

This study examines aspects of case managers' perceived personal growth in their work with consumers. Using a sample of 98 case managers, the psychometric properties of a brief self-report measure of personal growth of case managers were examined. The Case Manager Personal Growth Scale (CMPG) showed good reliability and construct validity as evidenced by negative correlations with scores on professional burnout and positive correlations with personal accomplishment and job satisfaction scores. CMPG scores were unrelated to social desirability scores or caseload size and positively related to age and tenure in the mental health system. Results suggest the strong relevance of the construct of personal growth for case managers.

Mots à maux… Expression de la souffrance chez les soignants en psychiatrie. Étude comparative en France et dans trois autres pays européens

Using the results of the PRESST-NEXT study, concerning 69,902 health care workers (HCWs) in ten European countries and their answers about job satisfaction, the authors present the analysis of data concerning HCWs working in psychiatry in France (in psychiatric hospitals, general hospitals and private clinics) and in three European countries with a sufficient sample size (Germany, Great-Britain and Slovakia). The first part is descriptive and highlights the age of psychiatric HCWs, and, in France, the relative importance of male and qualified HCWs in psychiatry compared to other departments. The way HCWs perceive their working conditions indicates that physical hardship is not infrequent and that violence is a great concern but that this violence is preventable, and that contrarily to accepted ideas, over half of these HCWs mention a lack of psychological support. Half of the psychiatric HCWs are not satisfied with their existing opportunity of giving patients the care they need. Indeed the study shows that their dissatisfaction with the use of their abilities and their intent on leaving nursing are high in each specialty and in each country the highest being in France. A more detailed analysis of work organisation and content shows that interruptions, lack of time to talk to patients and frequent worries about making mistakes are highly important. The context seems strongly influenced by the bad quality of inter-professional relationships except between direct colleagues, and this difficulty is greater with the administration for French HCWs. As far as work autonomy is concerned, if psychiatric HCWs say they are more autonomous than those working in other departments, we have noticed that in France HCWS have the lowest influence in planning rotas. The mental health status of French HCWs is lower than that of their counterparts in other countries and they declare more mental exhaustions and mental disorders via medical diagnoses. After adjustments relative to age, gender and occupational level, the risk of low job satisfaction score is less frequent in psychiatry compared to that in medical and surgical departments (Odds ratio OR = 0.69; 95 % IC 0.58–0.81; P < 0.001). The risk of having a high quantitative demand score (OR = 0.20; 95 % IC 0.16–0.23; P < 0.001) and a high score of uncertainty regarding treatment (OR = 0.49; 95 % IC 0.42–0.56; P < 0.001) is lower in psychiatry compared to that in medical and surgical departments. Psychiatric HCWs declared being subjected to violence from patients or their relatives at least once a month nearly six times more than HCWs working in intensive care units. Psychiatric HCWs in Great-Britain and France are more exposed to risks as compared to HCWs in intensive care units in their country (OR = 9.98; 95 % IC 6.31–15.8; P < 0.001 and OR = 6.17; 95 % IC 4.82–7.89; P < 0.001, respectively). But in these two countries, HCWs working in emergency units are even more at risk. Those working in geriatrics are also a group at risk. HCWs working in psychiatry and in geriatrics in the four countries declared more mental disorders via medical diagnoses than HCWs in intensive care units (Psychiatry OR = 1.72; 95 % IC 1.30–2.28; P < 0.001 and geriatrics OR = 1.51; 95 % IC 1.18–1.94; P < 0.001). In the second part of the study two key questions are analysed in depth using multivariate analysis: these are the factors linked with the intent on leaving nursing and the intent on changing institution. Indeed, factors associated in psychiatry with intent on leaving nursing or on changing institution show the major role of the work environment, the key factors here are harassment by superiors, dissatisfaction with work prospects and the use of HCW abilities. In conclusion, the study draws connexions between factors of dissatisfaction of HCWs, patient conditions in psychiatry and the risk of development of violence.