Various Dimensions Of Job Satisfaction Research Articles

Job Satisfaction and Intentions to Leave of Foreign-National Urologists Working at German Hospitals: Results of the Cross-Sectional EUTAKD Study

Background: Studies exist that identify factors associated with higher professional satisfaction among clinicians. However, there are no reliable findings for clinicians with a migration background as to whether there is a correlation between particular dimensions of professional satisfaction and the desire to leave their current specialty or country of employment. For the first time, these data were collected within a questionnaire-based study from urological clinicians with a migration background (UCMBs) working in Germany. Material and Methods: A SurveyMonkey® with 101 items relating to characterizing features of the study participants and questions about job satisfaction (n = 39) was opened for UCMBs between August and October 2020. The influence of different dimensions of job satisfaction on the desire to quit the urological specialty/leave Germany was analyzed (group A: neither want to leave urology nor Germany; group B: can at least imagine leaving the urological profession and/or Germany). Results: Eighty-one UCMBs were distributed almost equally in groups A (50.6%) and B (49.4%). Occupational satisfaction was higher in several respects in group A. Three dimensions that differed significantly with regard to occupational satisfaction were used to create an aggregate score ranging from 3 to 15 points as follows: (1) relationship to superiors (p = 0.014), (2) career opportunities in the clinic (p < 0.001), and (3) opportunities for the further development of surgical skills (p = 0.006). For each point value of this aggregate score, the UCMB’s desire to quit urology or leave Germany (or at least uncertainty about this question) decreased by a relative value of 34.6% (odds ratio: 0.654, 95% confidence interval: 0.496–0.861, p = 0.002). Conclusions: Various dimensions of job satisfaction have been identified, the improvement of which could contribute to the long-term retention of UCMBs at German urological clinics.

Job Satisfaction among LIS Professionals: A Study with Reference to Librarians Working in First Grade Colleges of Belgaum District

The objective of this study is to examine those factors which are related to job satisfaction among the library professionals working in aided and government first grade colleges of Belagaum District. The Data was collected by distributing the questionnaires. The degree of satisfaction is measured with respect to its different dimensions. The Various dimensions of Job satisfaction (JS) which have been considered are promotion, monetary benefits, job security, physical environment and ICT infrastructure, job profile, organizational culture personal growth etc Interpretation of the data suggests that a supervisory climate which permits a librarian to exercise initiative and professional judgment in the performance of the job is conducive to job satisfaction. The findings revealed that some of the respondents are dissatisfied with the award system, hence to motivate the staff concerned authorities should implement award system as a token of recognition of their innovative or outstanding services to improve their job satisfaction.

A Study to Assess Career Satisfaction among Dental Practitioners in Kanpur City, U.P., India

BACKGROUND: For almost every health worker, job satisfaction is an important determinant for motivation, retention and performance, and all of these are primarily important to improve the functioning mechanism of health systems in countries of low- and middle income categories. &#x0D; AIM: This study was conducted to estimate the level of job satisfaction among registered practicing clinical dentists in Kanpur city, U.P., India&#x0D; MATERIALS &amp; METHOD: A cross sectional study was conducted among 204 practicing registered dentists. A questionnaire was distributed manually to the participating dentists for measuring dimensions of job satisfaction. A 5 point Likert format with a score range from 1(described as strongly dissatisfied) to 4(described as strongly satisfied) was used to describe the items. Analysis of data was analyzed using SPSS software 21.0 and student t test was applied for measuring the difference of means between the subgroups for each dimension.&#x0D; RESULTS: A significant difference (p&lt;0.005) in levels of satisfaction for various dimensions of job satisfaction within gender, educational qualification and work status was found on analysis. The postgraduates were found to be more satisfied as compared to graduates with a difference in job satisfaction level between genders which was related to the personal time dimension. It was also derived from the study that dentists working full time expressed dissatisfaction in terms of family time, thus to issues in their personal relationships.&#x0D; CONCLUSION: Overall, it was found that the dentists have a high level of job satisfaction and the socio demographic factors deeply influence this domain of career.

Over-Qualification and the Dimensions of Job Satisfaction

The spread of over-qualification is a consequence of individuals having acquired more credentials than required at the workplace. In some cases, it may be that this mismatch plays a role in allowing workers to compensate for the lack of some other skills, to escape from unemployment, or to achieve job stability in the labour market. Consequently, workers may feel no less satisfied, at least in some aspects, than adequately-matched workers. The aim of this paper is to analyse the relationship between over-qualification and the various dimensions of job satisfaction in Spain, a country characterised by a strongly-segmented labour market with high unemployment levels, and a significant number of mismatched employees. Using micro data for a representative sample of Spanish workers, we carry out simultaneous maximum likelihood estimations on a two-equation system to control for potential endogeneity. The results obtained provide evidence that does not reject the hypothesis that mismatched workers do not necessarily feel less satisfied than adequately-matched workers in the dimensions of job satisfaction related to extrinsic domains or social relations.

Skill mismatch and work–life conflict: the mediating role of job satisfaction

ABSTRACTPrevious research examining skill mismatch in the labour market has ignored potential implications for workers outside of the work environment. We argue that the psychological strain that the discrepancy between worker’s skills and job requirements wields on workers spills over into the non-work sphere, increasing work–life conflict. This study explores the consequence of skill mismatch for work–family life and various dimensions of job satisfaction. Using the 2011 British Workplace Employment Relations Survey (WERS), we find that both over- and underskilled workers reported lower satisfaction with achievement and autonomy, opportunity for development, and pay and security. Results also suggest that not only does skill mismatch have a negative influence on work–life conflict but that this association is completely mediated through job satisfaction. Given this better understanding of the complex ways that skill mismatch in employment shapes non-work life, implications for employees and firms are discussed.

Motivating Information Technology Professionals: The case of New Zealand

IT professionals play a critical role in organizations. Research indicates that they may be unique in their attitudes toward motivation and job satisfaction. In New Zealand, a shortage of skilled professionals may contribute to or impact on motivation. Using a modified model of Herzberg’s two-factor theory by Smerek and Peterson (2007), this research seeks to answer the question: what motivates New Zealand IT professionals? In response, an online questionnaire was distributed to a population of New Zealand IT professionals and the data analysed using Partial Least Squares to understand the relationship between the various dimensions of job satisfaction, the impact of personal and job characteristics, and turnover intention. The findings show that the New Zealand IT professional is primarily motivated by the nature of his or her work, followed by perceptions of responsibility, and how supervisors encourage an environment for such. Satisfaction with salary is a predictor to a lesser degree. Perhaps somewhat surprisingly, professional growth opportunities, career advancement, and recognition do not have a statistically-significant positive association with motivation. We conclude that, to motivate their IT workforce, organizations should: 1) focus on the nature of the jobs that IT professionals undertake; 2) train supervisors to provide an empowering environment; 3) offer competitive salaries to retain top talent; 4) not hesitate to employ IT professionals born outside New Zealand; and 5) take account of the singularities of the New Zealand labour market in seeking to attract, recruit and retain IT professionals. Implications for policy, practice and theory are discussed.

Determinants of Job Satisfaction and Ethical Behaviour towards Organisational Commitment – A Review

The paper reviews the influence of various dimensions of job satisfaction and ethical behaviour on organisational commitment. Several distinctive factors stemming out from each of these two dimensions will also be identified and studied. The paper concludes with discussion on managerial implications and direction for future research.

Socio-Economic Factors and Job Satisfaction among Public Health Care Registered Nurses in Trinidad and Tobago

The objective of this study is to measure the level of job satisfaction among selected registered nurses currently practicing within the public health service in Trinidad and Tobago. Extending Herzberg’s dual theory of job satisfaction, the study embraced a multi-dimensional measure of job satisfaction that included examinations of pay, autonomy, task requirements, organizational policies, interaction and professional status. The study also assessed the effects of various socio-demographic factors (namely: age, sex, education, and years of experience) on various dimensions of job satisfaction. Using a cross-sectional survey, we systematically selected and solicited the participation of 83 nurses within four randomly selected public hospitals in Trinidad and Tobago. Overall, findings revealed that levels of job satisfaction were generally low (42%) and even lower with nurse-nurse interaction (35%), professional status (23%), organizational policies (15%) and autonomy (1%) and for male nurses on all dimensions. Implications for further research and policy interventions are also discussed.

Gender Differences Regarding Job Satisfaction and Turnover Intentions among Private University Teaching Staff

The study attempts to find out the difference in the satisfaction level and turnover intentions of private university teaching staff with respect to their gender. The study was conducted on 300 faculty members. 184 male and 116 female working in the private universities of Punjab. Proportionate stratified random sampling was used to select the respondents from three private universities of Punjab included in the study, that is, Lovely Professional University (Phagwara. Jalandhar). Thapar University (Patiala) and Chitkara University (Chandigarh). The effect of gender on various dimensions of job satisfaction and turnover intentions was examined through t-tests. with a statistical significance level set at p ≤ 0.05. The findings of the study revealed significant gender differences for three dimensions of job satisfaction, namely. ‘time management and organisational support’, ‘job pressure’ and ‘pay and increments’. with males depicting slightly higher job satisfaction level than their counterparts. Further, no significant difference based on gender was found to exist for turnover intentions. In addition, job pressure was identified as the major reason for dissatisfaction for both male and female respondents, with females slightly more ellssatisfied with regard to job pressure. Based on the results, the study also highlights the practical implications for improvial job satisfaction and minimising turnover in private universities.

Job Satisfaction among Polish Primary Care Physicians: Results from the Physicians' Health Study

Job satisfaction comprises positive attitudes held by an individual in respect to a work. Job satisfaction of physicians is closely related to the perception of their professional role and thus their place in the health care system. Work satisfaction among physicians is very important issue for physicians themselves, for medical associations and general public because it is associated with physician well-being and health, physician turnover, and with patient satisfaction and quality of medical care in general. The survey was conducted to investigate the level of physicians' work satisfaction with their current professional context (general work satisfaction) as well as satisfaction with particular aspects of work, taking into account socio-demographic and professional factors and also to assess which aspects of the physician's work have a statistically significant effect on the general level of work satisfaction. 800 respondents received 17-item questionnaire that measured five facets of work satisfaction. 520 completed questionnaires were returned, resulting in response rate of 65%. In general, physicians were more satisfied with the following aspects of their current work situation: patient care, professional relations and personal rewards. The lowest satisfaction scores were found for work-related burden and work-related income and prestige of the profession. The relationship of the various dimensions of job satisfaction were also explored across socio-demographic and job characteristics of the surveyed physicians. Physician career satisfaction appears to be a complex function of a number of variables and has multiple dimensions.

Effects of double qualifications on various dimensions of job satisfaction

Using a sample of graduates from a unique employee survey, this paper analyses the indi vidual effects of double qualifications, i.e. of first taking up vocational training after obtain ing the German upper secondary school-leaving certificate (Abitur) instead of going straight on to university. Our estimations take into account the potential endogeneity of having a double qualification. We find that the effects of double qualifications on wages and on eleven single dimensions of job satisfaction are either significantly positive or insignificant, but never significantly negative. Our results suggest that individual risk considerations are of minor importance in the context of double qualifications; however, such complex educa tional paths provide valuable labour market information for individuals.

Person‐centred care and job satisfaction of caregivers in nursing homes: a systematic review of the impact of different forms of person‐centred care on various dimensions of job satisfaction

The positive effects of person-centred care on older clients have been demonstrated. However, relatively little is known about the effect that giving person-centred care has on caregivers. This literature review examines the job satisfaction of caregivers who deliver person-centred care in nursing homes. The research questions are: Do the various forms of person-centred care affect job satisfaction differently? Which particular dimensions of job satisfaction have been evaluated in studies on person-centred care, and does their sensitivity to person-centred care differ? Using the search engines Pubmed, Cinahl, Psychinfo and Embase up to August 2010, 46 efficacy studies were found, seven of which satisfied our criteria. Emotion-oriented care, snoezelen, and small-scale care most often show positive effects on job satisfaction. Person-centred care has been shown to have positive effects on general job satisfaction, job demands at psychogeriatric wards, emotional exhaustion and personal accomplishment. Taking into account the fair-to-moderate quality of the studies included, it is concluded that there are limited indications that person-centred care has a positive effect on a number of dimensions of caregivers' job satisfaction. Further study is required to expand and to support these tentative conclusions.

Job satisfaction of the oral health labour force in Australia

Job satisfaction among registered clinical dentists in Australia was measured to identify issues influencing recruitment and retention. A questionnaire was mailed to a random sample of 2202 dentists, stratified by state and gender, selected from the 2005 Australian Dental Association directory. A total of 61.9% of dentists responded. Analyses showed significant differences in levels of satisfaction for various dimensions of job satisfaction by gender, age group, practice type and geographic area. Differences in satisfaction between male and female dentists related to the relationships with colleagues and administrative responsibilities dimensions. Dentists of different age groups differed on eight dimensions: relationships with colleagues, patients, staff; personal time; intrinsic satisfaction; community; administrative responsibilities and resources. Differences among private and public dentists related to autonomy, relationships with patients, staff, community, compensation and resources dimensions. Dentists working in different geographic areas differed on relationships with staff and community dimensions. Differences existed between private and public dentists, metropolitan and non-metropolitan dentists, male and female dentists and dentists of different ages. Such differences should be addressed in order to improve recruitment and retention rates of dentists. Workplaces that offer job autonomy, competitive pay, flexible working hours and minimal administrative burden may improve dentist job satisfaction.

A Study of Job Satisfaction and its Demographic Correlates of Faculty Members at Shiraz University of Medical Sciences

,satisfaction with various components of their academic career, such as nature of work salary, promotion, relations with the managers and colleagues. Methods : To investigate the relationship between the individuals and various dimensions of job satisfaction, a standard self–administered questionnaire of J.D.I was distributed between 154 respondents. A total of 122 copies of the questionnaire were returned and analyzed. Results : Distribution of the sample, on the basis of demographic variables of the participants were shown that, 82.1% of the subjects were men, 68.8% of them were over 45 years, 95.1% of the subjects were married, 82.8% of them were assistant professors and instructors and 60% of the subject were permanent official employees. Conclusion: The highest and the second highest level of satisfaction with the nature of their work and their colleagues respectively, whereas they showed to be least satisfied with their salaries and promotion policies. Satisfaction with career increased as the faculty members promoted to higher academic rank (P< .05). Further analysis of the data revealed a statistically significant linear relationship between the following pairs of variables: age and promotion aspects, salary and overall satisfaction score, years of employment and amount of salary, academic rank and promotion variable. Years of employment as a faculty member negatively correlated with all aspects of satisfaction. Also age was shown to be directly related to all dimensions of satisfaction (P< .05).

Job satisfaction of registered dental practitioners

This study was designed to measure job satisfaction among registered clinical dentists so as to identify issues which may influence recruitment and retention of dentists in active clinical practice. A questionnaire measuring dimensions of job satisfaction was mailed to a stratified random sample of 80 private and 80 public sector dentists selected from the 1999 Victorian Dental Register. An adjusted response rate of 60 per cent was achieved (n = 87). Analyses showed significant differences (ANOVA; p < 0.05) in levels of satisfaction for various dimensions of job satisfaction by gender, age group and practice type. Differences in job satisfaction between male and female dentists related to the personal time dimension. Differences in satisfaction between dentists of different age groups were attributable to six dimensions: relationships with colleagues, relationships with patients, relationships with staff, personal time, community and administrative responsibilities. Differences between levels of satisfaction among private and public dentists related to the autonomy, relationships with patients, pay and resources dimensions. There are various dimensions of job satisfaction that may be pertinent to issues influencing recruitment and retention of dentists. Differences that exist between levels of job satisfaction among private and public sector dentists, between male and female dentists and dentists of different age groups need to be addressed in order to improve recruitment and retention rates of dentists in active clinical practice in different sectors of the dental care system.

Personality and job satisfaction

This study set out to examine the relationship between the dimensions of sxtraversion, neuroticism and psychoticism, and various dimensions of job satisfaction in a group of computer employees. Whereas Extraversion and Lie scores correlated positively with all aspects of job satisfaction, Neuroticism and Psychoticism scores correlated negatively with a third of the correlations being significant. However, there was little evidence of the hypothesized P-E fit between personality and job type though this may be due to classificatory and methodological problems. Results are discussed in terms of the necessity of considering personality variables in studies of job satisfaction.

A Comparison of Four Studies Using A Conditional Model for the Determination of Worker Needs

Before management can utilize unsatisfied worker needs to modify worker behavior, a practical technique is required for the measurement of the various dimensions of job satisfaction and the transformation of that data into a cost-effective behavioral modification program. This report describes such a technique developed by the authors and successfully applied to four separate studies of job satisfaction involving four diverse work groups.