Survey Of Job Satisfaction Research Articles

The Impact of Work-Life Balance on Employee Performance: An Evaluative Study of Health and Safety Industry in Nigeria

Purpose: The purpose of this research is to explore the impacts of work-life balance on the performance of employees in the Nigerian health and safety industry using interviews and quantitative based online questionnaire involving one hundred participants from ten different companies.
 Methodology: Eighty three fully completed and returned questionnaires were utilized for the purpose of the research. The questionnaire encompasses the demographic survey of participants, well-being, job satisfaction and job performance-oriented questions. Statistical Package for Social Sciences (SPSS) was used in developing a linear statistical relationship between employee performance and productivity as the dependent variable and employment factors - extent of work-life balance and impact of work-life balance as the independent variables respectively.
 Findings: 2.6295, 3.1325 and 2.8554 mean values were recorded for data generated from Work-Life Balance; Company Policies and Performance and Company Support Policy on Work-Life Balance respectively. Based on the mean values obtained, normality of the variables under study is statistically attainable. Findings from the study depict positive relationship for the variables under study. It also implies less stress in the work environments under study. Similarly, findings in terms of work environment, team support, area of specialization, workload, flexibility, supervisors’ commitment to employee’s personal lives, work force and discipline have indicated that the teaming population of health and safety employees have, to a reasonable degree, a control over their time and personal lives. Additionally, the company’s support and policies for work-life balance are said to be reasonable enough as they pave ways for sound employees’ performance.
 Unique contribution to theory, practice and policy: companies should improve on support and policies/programs that have direct impact on work-life balance - telecommuting, compression of work week; strict adherence to the work hours stipulated by law and any extra hour(s) spent by an employee should be adequately compensated; develop and implement a business continuity plan and carry out manpower audits to determine areas of under manning with a view of providing the qualified manpower to man the company operations. These will pave ways for the employees to develop themselves educationally, create time for families and friends, thereby, aiding the concept of meaningful work-life balance.

The Survey of Employers' Job Satisfaction in Georgian Companies

The article - "The survey of employers' job satisfaction in Georgian companies" - discusses the results of the research that the authors of the article carried out in Georgian companies. 1509 employees from both private and public sector businesses were interviewed with a ratio of 43.7/55.3. The employees were given 54 questions, of which 12 questions were related to issues related to their job satisfaction, therefore, only these questions and their answers are discussed in this article. The research showed that 49,8% employees in Georgian companies are completely satisfied with their work, and 42.8% are partially satisfied with their work, i.e. 92.6% in total. At such time, in Japan it is 57%, and in the USA - 83%. In order to clarify this paradox, the authors divided the factors causing job satisfaction of employees in Georgian companies into two groups and discussed them according to these groups: 1. Employee satisfaction is caused by the amount of remuneration (salary) and other material incentives, i.e. external factors. 2. Job satisfaction of employees is caused by doing interesting, favorite work, appreciation from superiors and colleagues, involvement in important company decisions, perspective of career advancement, etc. i. e. internal factors. Research has shown that employees of Georgian companies do not like the company's salary policy. Only 21.7% are completely satisfied with it. Based on the above, the authors of the article rule out the positive influence of material incentives, i.e., external motivational incentives, on the rate of employee satisfaction, and review 10 internal motivators, namely: employees doing pleasant work, taking into account employees' suggestions when making important managerial decisions, taking care of improving the qualifications of employees, the importance of the work entrusted to employees Importance for the company, prospects for career advancement, fairness of delegation of functions, timely and complete information on expected corporate changes. From this list, the influence of 8 factors in the article is evaluated positively, and 2, negatively. Since 8 factors out of 12 factors were found to have a positive influence, and 4 - a negative influence, their strong influence on the job satisfaction of the employees was determined. The article points out the many inconsistencies found in the survey results that cast doubt on the sincerity of the employees' responses. According to the authors of the article, this may have caused such a high level of job satisfaction of the employees involved in the study - 92.6%, which is not equal even in highly developed countries, and they suggest a more in-depth study of the mentioned problem.

A National Survey of Job Satisfaction and Workload Among Emergency Medicine (EM) Residency Faculty.

Faculty workload, and its relation to job satisfaction, has not been well studied in Emergency Medicine (EM). Methods:A cross-sectional survey was conducted among EM physician faculty at 49 residency programs across the United States. We collected information on clinical and non-clinical (education, administration, and research) workload, demographics, and EM department characteristics, as well as job satisfaction measured using the Global Job Satisfaction (GJS) scale. Comparisons were made using Wilcox signed rank tests. Multivariable associations with job satisfaction were assessed in a regression model. Of 1,791 surveys sent, 265 were completed.The quantity of contracted clinical and non-clinical hours was lower than the actual clinical (difference (95% confidence interval (CI)): 2.7 (1.5-4.1)) and non-clinical hours (6.0 (3.8-8.8)) worked.Respondents preferred a distribution of 50% clinical work. However, the actual percentage was 62% (difference (95% CI): 14.4% (10.8%-17.6%)).Identifying as core faculty and required logging of non-clinical hours were associated with improved job satisfaction while increased percentage of time spent in the clinical and administrative domains were associated with significant declines. The estimated actual work performed by EM physician faculty is greater than contracted and misaligned with their preferred type of work, the latter of which is associated with decreased job satisfaction. Improved job satisfaction and faculty retention might be achieved by increasing the percentage of time devoted to education and research, by increasing the core faculty contingent and by implementing tracking of non-clinical efforts.

Survey of Salary and Job Satisfaction of Transplant Nephrologists in the United States.

There are no standardized benchmarks to measure productivity and compensation of transplant nephrologists in the United States, and consequently, criteria set for general nephrologists are often used. A web-based survey was sent to 809 nephrologists who were members of the American Society of Transplantation to gather data on measures of productivity, compensation, and job satisfaction. Factors associated with higher total compensation and job satisfaction were examined. Of 365 respondents, 260 were actively practicing in the United States and provided data on compensation. Clinical productivity was assessed variably, and although 194 (76%) had their work relative value units (wRVUs) reported to them, only 107 (44%) had an established RVU target; 234 (90%) had fixed base compensation, and 172 (66%) received a bonus on the basis of clinical workload (68%), academic productivity (31%), service (32%), and/or teaching responsibility (31%). Only 127 respondents (49%) filled out time studies, and 92 (35%) received some compensation for nonbillable transplant activity. Mean total compensation (base salary and bonus) was $274,460±$91,509. The unadjusted mean total compensation was higher with older age and was higher for men; Hispanic and White respondents; adult care transplant nephrologists; residents of the western United States; US medical school graduates; nonuniversity hospital employees; and those with an administrative title, higher academic rank, and a higher number of years in practice. Two hundred and nine respondents (80%) thought their compensation was unfair, and 180 (70%) lacked a clear understanding of how they were compensated. One hundred forty-five respondents (55%) reported being satisfied or highly satisfied with their job. Job satisfaction was greater among those with higher amounts of compensation and US medical school graduates. We report significant heterogeneity in the assessment of productivity and compensation for transplant nephrologists and the association of compensation with job satisfaction.

Исследование удовлетворенности трудом в условиях цифровой трансформации (роботизации) сельского хозяйства

The article examines the problems of job satisfaction of agricultural workers in the context of digital transformation, in particular, the introduction of robotics into production. The main hypothesis of the study is that the use of robotics in agriculture will increase the job satisfaction of workers interacting with robots. The results of a questionnaire survey of job satisfaction of operators of machine and robotic milking are presented. The respondents were most satisfied with the operation of the equipment (8.7 points), the work schedule (8.1 points), the level of supply of consumables (7.8 points). The smallest value of job satisfaction was found in terms of sanitary and hygienic conditions – 6.21 points. Robotic milking operators are more satisfied with the work schedule and work safety than their counterparts on farms without robots. Overall satisfaction with the work of milking machine operators is 6.9 points, and for robotic milking operators – 8.07 points, which is 1.17 points higher. Specific recommendations are given on the use of robotics in agricultural production, which can significantly increase the indicators of job satisfaction.

Women Faculty in STEM Disciplines: Experiences with the Tenure Process and Departmental Practices

Using data from a national survey of tenure-track faculty job satisfaction, the purpose of the study is to explore predictors of perceptions of tenure clarity for faculty in STEM and non-STEM fields. We build on extant studies and use the gendered organization framework as the conceptual lens to examine whether for four groups of faculty (women and men in STEM, and women and men in non-STEM) assessment of fairness in tenure decisions and evaluations, messages about tenure requirements, mentoring, and relationships with peers have a similar effect on their assessment of tenure clarity. Bivariate findings reveal that compared to all other faculty, women in STEM fields are less likely to perceive the expectations for tenure as clear, and the messages about tenure requirements as consistent. Compared to men in both STEM and non-STEM fields, women in STEM are less likely to assess tenure decisions and evaluations as fair, mentoring as effective, and relationships with peers as satisfactory. Multivariate results show that for women in STEM, except for relationships with peers, all other independent variables significantly influence their assessment of tenure clarity. Policy and practice recommendations are discussed.

40歳未満の勤務助産師の職務満足度調査:病院・診療所・助産所の比較

40歳未満の勤務助産師の職務満足度調査:病院・診療所・助産所の比較

A Web-based Survey of Marital Quality and Job Satisfaction among Chinese Nurses

PurposeThis study aimed to use a web-based survey to investigate the correlation between job satisfaction and marital quality and to identify the association of demographics with job satisfaction and marital quality. MethodsMarried nurses (N = 2,296) completed the questionnaires. Correlations and linear regression analyses were carried out. ResultsBoth marital quality and job satisfaction were relatively low. Additionally, marital quality was positively correlated with job satisfaction. Age, marital status (in years) and average daily hours spent with spouse had positive impact on job satisfaction. Multiple linear regression analyses showed that age, monthly income, average daily hours spent with spouse and marital quality were positively associated with job satisfaction. ConclusionBecause of the shifts nurses working, there is little time for nurses to spend with their spouses and family. It is recommended that hospital leaders could provide more flexibility with nurses’ shift choices so nurses can arrange their work-life balance better. Other considerations like reducing workload and reducing working hours should be promoted as options. Nurse managers could offer counseling services including strategies to cope with the balance between work and life. This effort could improve job satisfaction and reduce the rate of turnover of nurses.

A Survey of Professional Responsibilities and Job Satisfaction Among Canadian Therapeutic Recreation Practitioners

This study examined the professional responsibilities and job satisfaction of 258 members of the Canadian Therapeutic Recreation Association (CTRA). It extended an earlier survey done with recreational practitioners affiliated with the Federation quebecoise du loisir en institution (FQLI). The factor analysis of duties and satisfaction shows results that match with the original study. For duties, four factors center on administration, therapy, professional development and face-to-face leadership (FTFL); for the satisfaction scale, the analysis confirms the intrinsic and extrinsic components of the Minnesota Job Satisfaction Questionnaire. A canonical analysis shows similar results, but with some variations, between the two studies. In the case of the first canonical factor, members in a hospital setting are more involved in recreational therapy and in FTFL, hold a therapist title and have a lower salary. In the second canonical factor, members in a hospital setting, without a therapist title, do more administrative tasks but fewer of their duties relate to FTFL and professional development; and they also have a lower salary. In conclusion, we contrast our findings with those of the original study and discuss reasons for similarities or differences in the research results. Among implications is the recognition of a wide variation in what Canadian therapeutic recreation (TR) practitioners do, where they work, and how they identify. Subscribe to TRJ

Zadovoljstvo poslom i odnos sa liderom na primeru domaćeg preduzeća

This paper presents a survey of job satisfaction and relation with the leader, ie the measurement of the quality of the relation between employees with superiors. Job satisfaction is an important factor in the quality of business. This research is important for the consideration of employee satisfaction and their relationship with the superiors in order to increase the business performance of the company. The aim of the research is to determine the state of the observed organizational performance, job satisfaction and the relationship with the supervisor in the observed company. The results will be presented through practical suggestions on what kind of relationship the superiors should develop with their employees, in order to achieve better performance of the company. Questionnaires were filled out by respondents, that is, employees in the observed company. Answers from a total of N = 33 employees were collected. The analyzed results of job satisfaction and the relationship with the superior shows that employees in the observed company are generally satisfied.

A Survey of Job Satisfaction among Midwives Working in Hospitals

Background & aim: Job satisfaction is one of the important factors enhancing organizational efficiency and employees' performance. This study aimed to evaluate job satisfaction among midwives working in hospitals. Methods: This cross-sectional study included all midwives (N=100) working in hospitals affiliated to Abadan School of Medical Sciences, Abadan, Iran in 2016. To obtain data, we used a demographic as well as Herzberg's Job Satisfaction Questionnaire with α=0.96 in Iran. To analyze the data, independent t-test, Chi-square test, and Pearson correlation coefficient were run in SPSS, version 22. Results: The mean age and work experience of the subjects were 35.37±7.3 and 11.23±7.8 years, respectively. The mean job satisfaction score of the midwives was 302.41±19. The results showed that the subjects had moderate job satisfaction in the eight domains of occupational nature and position (48%), job security (46%), salary and benefits (61%), occupational and environmental conditions (90%), relationship with colleagues (87%), supervision (91%), management policy-making (80%), and personal relationships (85%). There was a significant correlation between work experience and job satisfaction, while there was no significant relationship between job satisfaction and other demographic variables. Conclusion: Considering the moderate level of job satisfaction among the midwives working in the hospitals affiliated to Abadan School of Medical Sciences, authorities should take effective steps to address job dissatisfaction by promoting occupational security, creating professional standards, and using midwives’ capabilities in building appropriate relationships with colleagues.

Survey of Nurses' Job Satisfaction in Educational and Therapeutic Centers of Hamadan University of Medical Sciences

Survey of Nurses' Job Satisfaction in Educational and Therapeutic Centers of Hamadan University of Medical Sciences

Gender and Race Differences in Faculty Assessment of Tenure Clarity: The Influence of Departmental Relationships and Practices

The authors look at how the intersection of gender and race influences pretenure faculty members’ perceptions of the clarity of tenure expectations. The authors also seek to identify potential predictors (assessment of mentoring, relationships with peers, feedback on progress toward tenure, and of fairness in tenure decision making and evaluation) of perceptions of tenure clarity for four intersectionally defined groups, including historically underrepresented minority women (URMW). The authors use an intersectional perspective and the gendered and racialized organizations’ theoretical lens to interpret the results. The data set comes from the Harvard University Collaborative on Academic Careers in Higher Education survey of tenure-track faculty job satisfaction (2011 and 2012). Bivariate results reveal no significant differences in URMW’s perceptions of tenure clarity compared with all other faculty members. However, findings show that compared with white men (WM), URMW are less satisfied with the relationships with peers and with the fairness in the evaluation of their work. Moreover, they are also less likely to agree that mentoring is effective, that tenure decisions are fair, and that messages about tenure are consistent. The multivariate results indicate that the proposed explanatory model does not explain URMW’s perceptions of clarity of tenure expectations as well as it explains white women’s and WM’s perceptions of clarity of tenure expectations.

Survey of Job Satisfaction and Bipolar Disorder among Fitness Instructors of Pune City

Survey of Job Satisfaction and Bipolar Disorder among Fitness Instructors of Pune City

Survey of Job Satisfaction and Bipolar Disorder among Fitness Instructors of Pune City

Survey of Job Satisfaction and Bipolar Disorder among Fitness Instructors of Pune City

Comunicación en la investigación y su relación con la satisfacción laboral del personal académico investigador e infraestructuras universitarias

The communication of research results is preeminent as a quality criterion and position indicator, prefixing even major world university rankings. At present, it is assumed that job performance is influenced by the degree of satisfaction of the members of an organization with their work environment and activity. Based on a survey of job satisfaction, motivation and involvement conducted among academics from the UPV/EHU, and through the application of structural equation modeling, this paper concludes that this communication is enhanced and explained (in descending order) by: the possibility of working in non-university personal but well-equipped rooms; the opportunity to develop skills and set new challenges as well as to receive more training and other tangible or intangible instruments; incentives, recognition and bureaucratic agility; personal perception of productive efficiency due to job satisfaction; personal satisfaction in communication tasks at conferences and other venues; and satisfaction obtained by preparing and writing research material.

Actualización Psicométrica de la Escala de Satisfacción Laboral SAT II

The purpose of this study was to analyze the psychometric properties of SAT II survey of job satisfaction in a sample of Colombian companies. Participants were 1222 workers. Quality of the items was examined (discrimination and item-test correlations), as reliability and construct and convergent validity. The overall results indicate that the instrument has appropriate psychometric conditions, despite the positive bias identified in some items. Finally, the scope and limitations of the study are discussed. Received: 12/08/2015 Accepted: 05/10/2015 How to reference this article: Giraldo, M., & Sanin, A. (2014). Actualizacion Psicometrica de la Escala de Satisfaccion Laboral SAT II. Revista Interamericana de Psicologia Ocupacional, 33(2), Pags. 85-93. doi: 10.21772/ripo.v33n2a01

A survey of job satisfaction among nurses and its correlate in a tertiary healthcare in Northern Nigeria

Background: This study was undertaken to assess the levels of job satisfaction and its correlate among nurses in Aminu Kano Teaching Hospital (AKTH); and to compare the levels of job satisfaction between senior and junior nurses. Materials and Methods: This was a cross-sectional study of senior and junior nurses working at various specialties in AKTH, Kano. Ethical clearance and informed consent were obtained. Questionnaires were used to obtain a response from 350 nurses in a five-point Likert scale. The data obtained were analyzed using SPSS version 16.0 statistical software. Descriptive statistics was used. Significant association of job satisfaction and sociodemographic variables was tested using the Chi-square test and Pearson' Coefficient of Correlation. Statistical significance was considered when P Result: The mean ages were 30.26 ± 4.76 and 40.19 ± 5.61 years for junior and senior nurses, respectively, and the difference was statistically significant, ( P = 0.001). The mean number of dependents was higher (5 ± 2) for senior nurses compared to junior nurses (4 ± 2), but the difference was not statistically significant. Both age and number of dependents showed very weak positive correlations with job satisfaction. The average duration of service for senior nurses (9.45 ± 4.25 years) was higher than that of junior nurses (3.44 ± 2.00 years), and the difference was statistically significant ( P = 0.0001). Most junior nurses had their promotion 4-7 years prior to the study (58.75%) compared to the senior nurses whose promotion was within the past 3 years (64.7%). Nurses in the two groups worked 7-9 h/day (84.3% and 85.3%). Duration of last promotion showed very weak positive correlation with job satisfaction. Conclusion: There are generally high levels of job satisfaction among nurses in AKTH compared with those report from other studies and this showed a very weak positive correlation with promotion. Job satisfaction may improve if nurses are promoted timely.

A Survey of Job Satisfaction of Employees at Higher Learning Institutions in Masvingo Province, Zimbabwe

The study investigated job satisfaction among employees of higher education institutions. One hundred and fifty academic and non-academic staff (male=75; female=75; age range: 24 to 54) participate...

Unit-Wise Comparative Survey of Job Satisfaction and Related Factors

This paper is an attempt to compare and contrast unit-wise job satisfaction levels and the commitment to stay at job was also determined .A sample of 360 employees drawn from the four different units located in Himachal and Punjab states. The Bhakra-Beas Management Board was undertaken as universe for the present study .The study was conducted during 2008 to 2010.The study found that the employees of different units does have significant difference on job satisfaction according to their units location and the work environment prevailing in the organization .The study further found that a few respondents responded to leave the organization in normal conditions. The fact confirms that the more satisfied employees will definitely supports the fact that they will stay until they retire from this job. The study recommends that a highly satisfied employee do have the opinion of above average performance or outstanding performance at job. Finally, the units found a significant place in the determination of attitude towards overall and dimension specific job satisfaction.