Minnesota Satisfaction Questionnaire Short Form Research Articles

Relationship between resilience at work, work engagement and job satisfaction among engineers: a cross-sectional study

BackgroundWorkplace challenges can negatively affect employees and the organization. Resilience improves work-related outcomes like engagement, satisfaction, and performance. Gaps exist in studying resilience at work, particularly in relation to engagement and satisfaction. Therefore, this study aims to investigate relationship between Resilience at Work, Work Engagement and Job Satisfaction among engineers in an Egyptian Oil and Gas Company.MethodsIt was a cross-sectional study. The target population was the engineers who are working in Egyptian Oil and Gas Company. The study was performed on 100 engineers. Participants were enrolled by simple random sampling technique via an online questionnaire. The study was conducted from May 2023 to the end of September 2023. The data were collected in the duration of June to August 2023. Data was obtained through a structured and personally accomplished questionnaire, which was disseminated electronically via email. The questionnaire comprises of personal information, work experience, a Resilience at Work scale consisting of 20 items, the Utrecht Work Engagement Scale with nine items to evaluate work engagement, and the 20-item Short-Form Minnesota Satisfaction Questionnaire was utilized to determine employee satisfaction. The bivariate analysis employed independent samples t-test and Mann-Whitney U test. The associations between scores were measured by Spearman rho correlation. Simple linear and multiple linear regressions were used to predict work engagement and job satisfaction.ResultsA statistically strong positive correlation was observed among all the aspects of work engagement, including vigor, absorption, and dedication. This study demonstrated a significant correlation between resilience and work engagement (r = 0.356, p < 0.05). There was a strong correlation between resilience and job satisfaction (r = 0.608, p < 0.05). A significant moderate correlation was determined between job satisfaction and work engagement (r = 0.396, p < 0.05). Both gender with a female coefficient of -15.517, and resilience with a coefficient of 0.235 significantly predicted work engagement. Whereas, the significant predictors of job satisfaction were resilience (β = 0.294), and work engagement (β = 0.283).ConclusionsResilience greatly affects work engagement and job satisfaction. Thus, organizations need to promote resilience in employees to create a positive work environment and increase productivity.

Tam remisyonda izlenen opere meme, kolorektal ve akciğer kanserli veya lenfomalı hastaların işe dönüşü, iş doyumu ve bunu etkileyen faktörler

Aim:&#x0D; Studies on cancer and work life have shown that an increasing number of cancer survivors were able to return to work after their treatment. Many factors associated with employment and impaired work ability were defined. Nevertheless, rare studies evaluated the job satisfaction of the employees. This pilot study aims to evaluate the job satisfaction levels and factors affecting &#x0D; job satisfaction of cancer survivors.&#x0D; Material and Method:&#x0D; The study was designed as a cross-sectional survey in a university hospital. The short-form Minnesota Satisfaction Questionnaire (MSQ) Turkish version was administered during face-to-face interviews to the cancer survivors in complete remission who had returned to work after their treatment. The SPSS 15 for Windows was used for the analyses.&#x0D; Results:&#x0D; Sixty patients were evaluated. The Median MSQ score of the study population was 74 (22-95). Low MSQ score in 1 (1.7%), intermediate MSQ scores in 30 (50%) and high MSQ scores in 29 (48.3%) patients were recorded. The analysis of factors associated with MSQ scores showed that high school/university education patients were less satisfied with their jobs. There was no statistically significant difference in the analysis of sex, marital status, residence, duration of disease, and treatment modalities. The analysis of patients' subjective satisfaction with jobs showed that 6 (10%) patients were not satisfied before the disease process, and 13 (21.7%) patients were not satisfied after returning to work. Patients who returned to the same workplace were more satisfied [75 (29-95) vs. 64 (22-78) vs., p=0.03] than those who changed workplaces. Patients who had subjectively better/similar working conditions after returning to work were more satisfied than those who had worse [75 (38-95) vs. 58 (22-83), p=0.03]. Multivariate analysis revealed that high school/university education [OR=0.115 (0.022-0.601), p= 0.010] was independently associated with worse job satisfaction.&#x0D; &#x0D; Conclusion:&#x0D; It was determined that the cancer survivors experienced moderate levels of job satisfaction. Cancer survivors with various types of cancer have different individual physical and emotional characteristics that influence their decision to return to work.

Collective Teacher Self-Efficacy and Burnout: The Mediator Role of Job Satisfaction

This study examined the predictive relationships between collective teacher efficacy, job satisfaction, and burnout. In addition, the mediating role of job satisfaction in the relationship between collective teacher efficacy and burnout was tested. Three hundred fifty teachers participated in the research in which the correlational research design was used. Collective Teacher Efficacy Scale, Short Form Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory were used as data collection tools. Pearson Correlation Coefficients were calculated to examine the relationships between collective teacher efficacy, job satisfaction, and burnout. Structural equation model analysis was applied to test the mediating role of job satisfaction in the relationship between collective efficacy and burnout. The results indicated that collective teacher efficacy predicts job satisfaction positively and burnout negatively. Collective teacher efficacy and job satisfaction have a large effect on burnout. Evidence has been obtained that teachers' job satisfaction can increase and, accordingly, burnout can be prevented when collective teacher efficacy is achieved.

The Effect of Academic Nurse Leaders' Toxic Behaviors.

A growing nursing faculty shortage, despite recruitment and retention efforts, is negatively affecting the nursing shortage. This study explored the relationships between academic nurse leaders' (ANL) toxic behaviors, job satisfaction, and anticipated turnover, and identified specific behaviors that affect faculty members' intent to stay. A descriptive, correlational, mixed-methods study was conducted using a convenience sample of nursing faculty (N = 58). Participants completed the Toxic Leadership Scale, the Anticipated Turnover Scale, and the Minnesota Satisfaction Questionnaire Short-Form and also answered two open-ended questions. Moderate negative correlations between toxic leadership and intrinsic satisfaction, extrinsic factors, and general satisfaction were revealed, as well as specific behaviors causing faculty to want to leave. Increased awareness about the nature and influence of ANL toxic behaviors is needed to effectively address toxic behaviors and promote ANL accountability. Results indicate faculty are more satisfied in their role when ANL demonstrated open, honest, and transparent communication. [J Nurs Educ. 2022;61(2):88-92.].

Relationship between psychological empowerment and job satisfaction among educrats

Purpose. The purpose of this research is to investigate the relation between psychological empowerment (meaning, self-determination, competence, and impact) and job satisfaction. It also attempts to evaluate the disparity in both psychological empowerment and job satisfaction based on demographic variables such as age, work experience, designation, and institutional affiliation. This article will greatly improve our understanding of psychological empowerment and job satisfactionin the education industry, particularly for educrats. Research design. This study’s sample consisted of 400 full-time Indian educrats working in various higher education institutions. The psychological empowerment scale developed by G. M. Spreitzer and Minnesota Satisfaction Questionnaire short form developed by D. J. Weiss, R. V. Dawis, and G. W. England were used to measure psychological empowerment and job satisfaction respectively. The significance and strength of the relationship between psychological empowerment (meaning, competence, self-determination, and impact) and job satisfaction were determined using statistical techniques such as correlation and multiple regression analysis. The ANOVA technique is used to assess the impact of various demographic variables on psychological empowerment and job satisfaction. SPSS software was used for analysis. Findings. Meaning, self-determination, and impact were found to be positively correlated with job satisfaction. However, there is no correlation between competence and job satisfaction. Further analysis revealed that all dimensions of psychological empowerment except competence predict job satisfaction. Also, significant differences are found for psychological empowerment and job satisfaction across different demographic variables. Originality. This is first of it’s kind of research which focuses on educrats’s psychological empowerment in higher education institutions.

Role of Emotion Regulation as a Buffer against Workplace Stress among Nurses during COVID-19

The present study examined the relationship between workplace stress and job satisfaction among nurses along with exploring the moderating role of emotional regulation during the COVID-19 pandemic. A sample of 120 (n=60 male, n=60 female) nurses were approached from different public and private hospitals of Islamabad and Rawalpindi, Pakistan. The Workplace Stress Scale, The Minnesota Satisfaction Questionnaire-Short Form, and Emotion Regulation Questionnaire were used to assess workplace stress, job satisfaction, and emotion regulation abilities among nurses. Pearson product-moment correlation and Linear regression analysis were carried out to measure the relationship of workplace stress with job satisfaction and the moderating effect of emotion regulation, respectively. Findings of the study revealed that workplace stress is negatively associated with job satisfaction among nurses. Moreover, moderation analysis indicated that cognitive reappraisal significantly moderated the relationship between workplace stress and job satisfaction. Other key findings of the study indicated that female nurses were higher on workplace stress and used cognitive reappraisal as compared to male nurses who used expressive suppression. Moreover, married nurses were higher on workplace stress as compared to unmarried nurses. Public sector nurses were higher on job satisfaction. The findings of the study suggest that there is a strong need to reduce workplace stress by developing healthy emotion regulation strategies to increase the level of job satisfaction among nurses, especially during this pandemic environment.

Job satisfaction among Syrian healthcare workers in refugee health centres

BackgroundAchieving universal health coverage is subject to the availability, accessibility, acceptability, and quality of health workers. Countries that host refugees and migrants, such as Turkey, must strengthen the capacity of their health systems to increase access to services, especially for refugees and migrants. The Turkish Ministry of Health adapted Syrian refugee healthcare workers in the healthcare services to boost Syrian refugees’ access to healthcare. This study aimed to assess job satisfaction and the factors influencing job satisfaction among refugee physicians and nurses working in Refugee Healthcentres (RHCs) in Turkey.MethodsA self-administered, cross-sectional survey targeted all Syrian physicians and nurses working in RHCs across Turkey. The short-form Minnesota Satisfaction Questionnaire(MSQ) was used to assess job satisfaction. In total, 555 nurse/midwives and 336 physicians responded, yielding a total response rate of 56.5%. Descriptive analyses and linear regression tests were conducted to determine the level of job satisfaction and to analyze determinant factors.ResultsNurses/midwives reported the highest level of general job satisfaction, followed by specialist physicians and general physicians. Physicians who had worked as specialists in Syria but were now working as general physicians in Turkey had the lowest job satisfaction levels. Multiple regression analysis showed that professional status in Turkey, income, teamwork and team management were significantly associated with job satisfaction.ConclusionsTo maintain a high level of job satisfaction in refugee healthcare workers, human resources management should consider matching job placements with training specialization and support good leadership and good teamwork. Remuneration that accounts for the cost of living and non-financial incentives could also play a significant role in job satisfaction.

Latent profile analysis on Korean nurses: Emotional labour strategies and well-being.

To identify the unique profiles of emotional labour management strategies among Korean nurses in regards to the preferences of surface acting (affecting emotions required at the workplace) and deep acting (trying to genuinely experience emotions required at the workplace), a latent profile analysis (LPA) was conducted. In addition, differences in psychological and occupational well-being between the discovered profiles are examined. An exploratory, cross-sectional LPA design was employed. Nurses (N=204) working in university hospitals in South Korea responded to the survey during November 2019. Participants completed the Emotional Labour Questionnaire, a portion of the Maslach Burnout Inventory, the Minnesota Satisfaction Questionnaire short form and the Turnover Intentions Scale. As a result of LPA on nurses' surface acting and deep acting, five profiles were discovered: non-actors, surface actors, moderators, regulators and high regulators. In addition, differences in emotional exhaustion, job satisfaction and turnover intentions between profiles were examined. Profiles that used high levels of surface acting had high levels of emotional exhaustion and turnover intentions. Nurses with characteristics of surface actors, high regulators profiles in emotional labour context are more prone to emotional exhaustion and turnover possibilities, compared with other profiles (non-actors, moderators and regulators). Insights from the current study are beneficial to hospitals in preventing potential emotional exhaustion and nurse turnover by responding to high-risk profiles and customizing emotional labour management policies with regards to the different profiles of nurses' emotional labour.

Relationship between Work-Related Quality of Life and Job Satisfaction in Iranian Occupational Therapists.

Objective This study is aimed at exploring the relationship between the work-related quality of life and job satisfaction among Iranian occupational therapists. Methods In an analytical-descriptive, cross-sectional study, 322 occupational therapists were recruited through a convenient sampling. Inclusion criteria consisted of age between 22 and 50 years, at least one-year work experience, 24 hours of working per week as an occupational therapist, and membership of Iranian Occupation Therapy Association. After signing the informed consent and completing demographic information, each participant completed the Minnesota Satisfaction Questionnaire- Short Form (MSQ-SF) and work-related quality of life scale. Results The highest quality of working life belonged to occupational therapists who were female, married, with an annual salary of more than 40000$ (compared to below 20000 $), and those with work experience between 5 and 12 years. There was a positive and significant relationship between work-related quality of life and job satisfaction. Work-related quality of life scores could significantly predict MSQ-SF scores (β1 = 0.54, p < .001). Conclusions The significantly positive relationship between work-related quality of life and job satisfaction suggests the importance of organizational programs for enhancing factors of work-related quality of life in order to improve job satisfaction and quality of life among Iranian occupational therapists.

Factors influencing nurses\u2019 intention to work in the oncology specialty: multi-institutional cross-sectional study

BackgroundNursing care for terminally ill cancer patients is routinely provided by oncology nurses in Saudi Arabia. Shortages and retention of oncology nurses is an important concern for healthcare leaders.ObjectivesTo identify and describe predictors of nurses’ intention toward working in the oncology specialty amongst three groups: undergraduate nursing students, oncology registered nurses and postgraduate oncology nursing students. In particular, the study sought to analyse association between individual characteristics, job-related factors, palliative care knowledge, attitude toward caring for dying patients, general self-efficacy, job satisfaction and intention to work in oncology.MethodsA cross-sectional study was conducted involving 477 participants in five major hospitals in Saudi Arabia. The Palliative Care Quiz for Nursing, Frommelt Attitudes Toward Care of the Dying Scale, General Self-Efficacy Scale and Minnesota Satisfaction Questionnaire short form were used for data collection. Multilevel logistic regression analysis was used to identify predictors associated with intention to work in oncology.Results43.9% (n = 208) of the sample reported an intention to work in oncology. Only one variable was a significant predictor of intention to work in oncology across all three groups studied: a more positive attitude toward caring for dying patients (Odds ratio (OR) = 1.09 [95% confidence interval (CI) 1.04–1.16]), (OR = 1.08 [95% CI 1.04–1.12]), (OR = 1.078 [95% CI 1.053–1.103] with P ≤ 0.001 for undergraduate, registered and postgraduate groups respectively. At post-graduate level, higher levels of palliative care knowledge and general self-efficacy were significantly associated with increased intention, whilst at undergraduate level, general self-efficacy was a significant predictor. Job satisfaction was a significant predictor of intention amongst registered nurses.ConclusionsAttitude toward caring for dying patients and general self-efficacy appear to be the most important predictors of intention to work in the oncology nursing specialty. However, the significance of influencing factors varied between the different groups of nurses studied. Perhaps surprisingly, palliative care knowledge was an influential factor amongst the postgraduate group only. The study results provide important insights for nursing leaders and policymakers in Saudi Arabia to inform the future planning of nursing workforce strategies to address shortages and retention of oncology nurses.

Occupational burnout, job satisfaction and anxiety among emergency medicine doctors in Turkey.

Objective:The objective of the study was to investigate possible differences in the levels of anxiety, burnout and job satisfaction among emergency medicine doctors based on their age, gender, employment duration, job title and institution.Methods:General practitioners, residents, specialists and faculty members working in emergency departments (ED) in Turkey were invited to participate in this questionnaire-based study through an e-mail link between September 2018 and January 2019. A total of 141 doctors from different cities of Turkey who completely filled the questionnaire with their own will were recruited for the study. The Maslach Burnout Inventory(MBI) was used to measure occupational burnout levels, the State-Trait Anxiety Inventory(STAI) to measure anxiety levels and the Short Form Minnesota Satisfaction Questionnaire(SFMSQ) to measure job satisfaction levels of doctors working in EDs. In assessing MBI; Emotional Exhaustion score(EE) is considered low for 0-11 points, moderate for 12-17 points and high >17 points; Depersonalization score is considered low for 0-5 points, moderate for 6-9 points and high ≥ 10 points; , Feeling of low personal accomplishment(PA) is considered low for 0-21 points, moderate for 22- 25 points and high ≥ 26 points. In Assessing STAI; 20- 49 points were considered low/ moderate anxiety and 50- 80 points considered high/ very high anxiety. In assessing SFMSQ neutral job satisfaction point was reported 3; so individuals are considered extremely dissatisfied/ not satisfied (low) if job satisfaction point <3 and very/ extremely satisfied (high) if job satisfaction point >3.Results:The mean age of the study group was 33.3 (±7.3) and mean employment duration was 8.37 (±6.89). In the overall study population, the emotional exhaustion(EE) was high while depersonalization(DP) and reduction of personal accomplishment(PA) were detected at medium level in the evaluation of MBI subscales. In evaluating overall study population for STAI, state and trait anxiety scores both showed the presence of mild to moderate anxiety. The overall study population evaluation results for SFMSQ were, high levels of general and intrinsic job satisfaction and low levels of extrinsic job satisfaction was measured. Younger the age and shorter the duration of employment is found to be associated with a significant increase in EE and DP and a significant decrease in PA.Conclusion:In this study, scale results showed that doctors working in EDs had high levels of occupational burnout and anxiety, while job satisfaction levels were low. In addition, a significant relationship was found between the decrease in “age and employment duration” and the increase in “depersonalization”.

Investigation of regulatory role of collective teacher efficacy in the effect of job satisfaction and satisfaction with life on professional burnout

This study examined the effect of job satisfaction and satisfaction with life on perceptions of teachers' professional burnout and the regulatory role of collective teacher efficacy perception by conducting applied research on teachers who work in different educational settings. The measuring tools were "Maslach Burnout Inventory", "Short Form Minnesota Satisfaction Questionnaire", "Satisfaction with Life Scale" and "Collective Teacher Efficacy Scale". The findings of the research showed that: Teachers' perceptions of job satisfaction and satisfaction with life negatively affected their perceptions of professional burnout. Collective teacher efficacy had a regulatory effect on the relationship between satisfaction with life and professional burnout, and on the relationship between job satisfaction and professional burnout.

Assessment of job satisfaction among nursing officers working at a tertiary care hospital in Northern India

Introduction: Job satisfaction among nurses is an indicator of excellent working environment and management of the institution. The study of job satisfaction has relevance to nursing from economic, humanitarian, and professional perspectives. Aim and Objective: This study aimed to understand the job satisfaction among nursing officers (NOs) at a tertiary care hospital. Methodology: A cross-sectional questionnaire-based study was conducted using the Minnesota Satisfaction Questionnaire short form. Results: The study was conducted in the different areas of tertiary care hospital. The study population comprised NOs employed in tertiary care hospital. Nearly half of the participants were in the age group of 21–30 years. Among the nursing professionals, more than two-third of them were NOs 620 (73.4%), followed by senior NOs, assistant nursing superintendent (NS), deputy NS, and NS with least in count comprising 0.1%. It was found that mostly all of the nursing professionals were either moderately satisfied or highly satisfied with their profession. Discussion: Chi-square test was performed to find the relationship between the job satisfaction and age group factor, which indicated that there was a significant association between the variables (P

Physicians intention to leave from malaysia government hospitals with existing retention strategy.

Background: Healthcare professionals or physicians are important assets for health institutions in ensuring optimum delivery of healthcare to the people. Job satisfaction in various aspects including daily tasks, responsibilities and other duties will indirectly provide high productivity to an organization as well as ensuring a conducive working environment and reducing the resignation rates. Resignation rate trends among physicians in Malaysia ranged from 6.4% in 2000 to 3.5% in 2016. The introduction of Full Paying Patient services in Ministry of Health hospitals in 2007 somewhat contributed to the reduction in resignation rate of physicians. The purpose of this research is to assess this retention strategy implemented in Ministry of Health in achieving one of its objectives (to retain physicians). The assessment will help gain a better understanding of the complexities involved to assist policymakers in establishing good policies and guidelines to reduce the rate of resignation among physicians in the government hospitals and ultimately ensure a sustainable national health system. Methods: This is a cross sectional study involving simple randomly sampled physicians from the daily attendance list in pioneered Ministry of Health hospitals offering Full Paying Patient services. The study using quantitative methods in the form of structured questionnaires that are often used to measure the level of job satisfaction (Minnesota Satisfaction Questionnaire-short form). Results: Intention to leave found in 46.8% of respondents though the findings of this study do not statistically significant (p value of 0.437) which indicates that there are other factors involve. However, job satisfaction towards governance and work processes at workplace are turned out to be associated with intention to leave among physicians in Malaysia government hospitals (p value less than 0.05). monitoring of its effectiveness together with research on factors that motivate health workers in order to Conclusions: Full Paying Patient services must be accompanied by continuous assessment as well as adapt and adjust the benefit packages that sensitive towards the changing needs and desires of the workforce.

How Does It Feel to Be a Pathologist in Turkey? Results of a Survey on Job Satisfaction and Perception of Pathology.

Job satisfaction affects productivity and professional performance in many aspects; however, there is limited data regarding pathologists' job satisfaction. Hence, in this study, we aimed to evaluate surgical pathologists' job satisfaction in Turkey. We conducted a 59-item web-based survey questioning respondents' institutional background, history of training, continuing education status/research activities, physical conditions, professional well-being, and job satisfaction level. Likert-type and open/ close ended questions were asked and scored. The participants were also asked to complete the Minnesota Satisfaction Questionnaire-Short Form. Of the 321 respondents, 75% were female, the median age was 41 years (range 28-71 years), experience as a pathologist ranged between 0.12 and 44 years (mean 11.4±9.16 years). Academic pathologists, senior pathologists with ≥20 years of experience, and pathologists working at large institutions and living in developed cities expressed better physical conditions, higher satisfaction with working conditions and, therefore, higher overall job satisfaction (p < 0.05). 98% agreed that pathologists have a critical impact on patient management; however, the majority ( > 80%) thought that patients barely know what pathologists do and other physicians rarely understand the difficulty and limitations in pathology practice. 82% were happy to have chosen pathology but 45% reported to experience the feeling of being "burnt out". Our findings suggest that younger pathologists are less satisfied with their jobs and a surgical pathologist's job satisfaction increases with the physical and technical quality of the pathology laboratory/institution, and years of experience. Pathologists seem to be aware of their important role in patient management although they think that pathology remains "invisible" to many physicians and patients.

The demographic predictors of job satisfaction among the nurses of a major public hospital in KSA.

ObjectiveNurses play fundamental roles in the delivery of health care services. Nurses' job satisfaction levels can have profound impacts on the quality of the care that they provide to patients. Accordingly, this study aimed to examine nurses’ levels of job satisfaction and the impact of key demographic variables on this variable.MethodsBetween April and May 2019, a quantitative cross-sectional descriptive study was conducted in a major public hospital in KSA. The Minnesota Satisfaction Questionnaire short form was completed by a sample of 382 nurses who had been recruited using systematic random sampling. The data were entered into Statistical Package for Social Sciences (SPSS) spreadsheets and analysed using SPSS version 22. Demographic differences in mean satisfaction scores were examined using independent-samples t-test and analysis of variance. Finally, multiple linear regression analysis was conducted.ResultsOut of a total of 382 nurses who were invited to participate in this study, 337 responded (response rate = 88%), and almost 85% of them were Saudi nationals. Overall, 48% of the participants were satisfied, and only 22% of them were dissatisfied with their jobs. The participants were more satisfied with intrinsic than with extrinsic factors of a job.ConclusionMost nurses reported moderate levels of overall job satisfaction. Greater job satisfaction was related to demographic factors such as sex (i.e. male), nationalilty (i.e. Saudi), and age (i.e. older). Job satisfaction was negatively correlated with higher salary. Age and salary predicted the outcome variable. Health care authorities should take more efforts to increase the job satisfaction of nurses in KSA.

The Relationship and Its Impact Between Organizational Health and Job Satisfaction

The research aims to investigate the relationship between organizational Health and Job satisfaction beside and examine how a job satisfaction is affected by the state of health in an organization.The population includes (80) employees who work in different areas of Baghdad Mayoralty. Questionnaire form was used to collect a required data from sample of research. This questionnaire consists of three parts, First part concern with individual data while the second used to measure the level of health in a survey organization depending on (Karaguzel, 2012) characteristics' that involve (21) statements and the last part measured the degree of Job satisfaction based on (Minnesota Satisfaction Questionnaire-short form) which contain (20) phrases. The questionnaire upon distributed to respondents was translated to Arabic language. So, Acronbach's test using SPSS program for social science to determine the reliability of this instrument that it indicated to the respective value. As well as the statistical results were confirmed the research hypothesizes that refer to strong and significantly as such influence between organizational health and job satisfaction.

Impact of job satisfaction and burnout on attitudes towards strike action among employees of a Nigerian university

ABSTRACTThe Nigerian tertiary educational system has been ravaged by incessant strike action, which appears to defy all attempts to find solutions. This paper reports on a study that examines the impact of job satisfaction and burnout on attitudes towards strike actions among employees of a Nigerian university. A total of 576 employees participated in the study, 263 men and 313 women, with a mean age of 38.49 years. The Attitude to Strike Scale, Minnesota Satisfaction Questionnaire-Short Form, and Teacher’s Burnout Scale were used to collect data. Findings showed that employees with low job satisfaction and high burnout reported significantly a more positive attitude towards strike action than those with higher job satisfaction and lower burnout. It was suggested that governments and administrators of Nigerian tertiary institutions should device strategies to improve workers’ job satisfaction and reduce burnout as ways of reducing the workers’ likelihood to embark on strike actions.

Level of job satisfaction amongst nurses in the North-West Province, South Africa: Post occupational specific dispensation.

BackgroundJob satisfaction and burnout have been recurring problems amongst nurses in the Republic of South Africa (RSA). As a result, nurses are still leaving the rural public sector in search of lucrative work at the urban and private sectors and in developed countries. Accordingly, Occupational Specific Dispensation (OSD) was introduced as a strategy to circumvent the problem. However, since the implementation of OSD in 2007, there have been no studies conducted regarding the level of job satisfaction amongst nurses after the implementation of OSD in the North-West Province, especially because each province has its own challenges that are unique to the area.ObjectivesThe study had two objectives: to describe the level of job satisfaction amongst professional and other category nurses (OCNs) at a public hospital in the North-West Province and describe the perceptions of nurses about OSD and their intention to continue working in the hospital.MethodA quantitative descriptive cross-sectional design was used. Stratified random sampling was used to select a sample of 92 professional nurses (PNs), 90 enrolled nurses and enrolled nursing assistants (Nursing Act 2005), which made a total of 182 participants. For the purpose of the study, the enrolled nurses and enrolled nursing assistants were referred to as OCNs. Data were collected using the Minnesota Satisfaction Questionnaire–short form and OSD statements and analysed with Statistical Package for Social Science (SPSS, version 18).ResultsThe majority of PNs (79.3%, n = 73) and OCNs (86.7%, n = 77) were dissatisfied with the working conditions and salary: PNs (80.4%, n = 74) and OCNs (87.8%, n = 79).The nurses mostly discredited the current state of the OSD implementation. Majority of the PNs (84%, n = 77) and OCNs (91%, n = 82) disagreed with the statement that ‘level of job satisfaction has improved after the implementation of OSD’.ConclusionsThe National Department of Health should consider a holistic approach to address all work-related conditions for nurses in order to curb the attrition rates. Policy makers and unions should urgently review OSD for all categories of nurses.

The Effect of School Administrators’ Decision-Making Styles on Teacher Job Satisfaction

This study,conducted using a correlational method, determines the relationship between school administrators’decision-making styles andteachers’ job satisfaction levels. In total, 483 teachers and 167 administrators from primary schools in Sakarya Province, Turkey,were surveyed. The short form Minnesota Satisfaction Questionnaire and Decision-Making Styles Questionnaire were used. The results show that the job satisfaction levels of teachers and administrators who participated in the survey were high. We conclude that administrators mostly userational decision-making style, and they rarely useavoidant decision-making style. Regression analysis results showed that teacher job satisfaction levels were predicted significantly by administrators’decision-making styles.