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PubMed2005

Managed care, physician job satisfaction, and the quality of primary care.

OBJECTIVE: To determine the associations between managed care, physician job satisfaction, and the quality of primary care, and to determine whether physician job satisfaction is associated with health outcomes among primary care patients with pain and depressive symptoms. DESIGN: Prospective cohort study. SETTING: Offices of 261 primary physicians in private practice in Seattle. PATIENTS: We screened 17,187 patients in waiting rooms, yielding a sample of 1,514 patients with pain only, 575 patients with depressive symptoms only, and 761 patients with pain and depressive symptoms; 2,004 patients completed a 6-month follow-up survey. MEASUREMENTS AND RESULTS: For each patient, managed care was measured by the intensity of managed care controls in the patient's primary care office, physician financial incentives, and whether the physician read or used back pain and depression guidelines. Physician job satisfaction at baseline was measured through a 6-item scale. Quality of primary care at follow-up was measured by patient rating of care provided by the primary physician, patient trust and confidence in primary physician, quality-of-care index, and continuity of primary physician. Outcomes were pain interference and bothersomeness, Symptom Checklist for Depression, and restricted activity days. Pain and depression patients of physicians with greater job satisfaction had greater trust and confidence in their primary physicians. Pain patients of more satisfied physicians also were less likely to change physicians in the follow-up period. Depression patients of more satisfied physicians had higher ratings of the care provided by their physicians. These associations remained after controlling statistically for managed care. Physician job satisfaction was not associated with health outcomes. CONCLUSIONS: For primary care patients with pain or depressive symptoms, primary physician job satisfaction is associated with some measures of patient-rated quality of care but not health outcomes.

Adult↗
PubMedDate not supplied

Job satisfaction reported by AS, BS degree radiographers.

This study evaluated the job satisfaction of graduates of a large radiography program in the Southeast, comparing the overall job satisfaction of those who had earned an associate degree with those who had earned both an associate and a baccalaureate degree. In general, both groups of radiographers exhibited a similarly high level of job satisfaction, showing no statistically significant differences. The results suggest that the baccalaureate degree, although important in providing specific skills and additional education for radiographers, may not directly affect radiographers' job satisfaction.

Demography↗
PubMed1987

Factors affecting general job satisfaction of caregivers in nursing homes.

The important factors affecting general job satisfaction of caregivers in nursing homes in Tokyo were analyzed. The general job satisfaction of caregivers proved to be strongly correlated with such factors as frequency of night shifts, relationship with supervisors and length of employment, feeling of self-esteem and motive for taking the present job, satisfaction with work itself and tension and/or frustration experienced in working with the aged, and education. Such factors as cognition of the necessity of the aged services and knowledge of ageing and old people did not have any great impact on general job satisfaction of caregivers. These findings suggest the necessity of improving work conditions and human relations in workplace, the importance of attitudes and feelings of caregivers when hiring them, and the necessity of the adequate cognition and knowledge in working with the aged in nursing homes.

Adult↗
PubMedDate not supplied

Motivation and job satisfaction of deans of schools of nursing.

Factors influencing the job satisfaction of deans of schools of nursing were analyzed using the motivational theory of expectancy. A questionnaire was sent to 595 deans/directors of baccalaureate and higher degree schools of nursing accredited by the National League for Nursing. The three part questionnaire consisted of (1) Demographic data, (2) Motivation and Reward Scales, and (3) The Job Description Index. Significant relationships were found within each job satisfaction variable (P less than or equal to .05). The most significant and numerous relationships were found within the variable of pay or salary. Deans who had long tenure in their administrative positions and were associated with large universities and schools of nursing were also found to be statistically significant (P less than or equal to .05). A direct relationship between the scores on the Motivation and Reward Scale and the scores on the Job Description Index was supported. The individual and collective facets of job satisfaction were positively and significantly correlated (P less than or equal to .05) with motivation, providing support for the theoretical framework that proposes an interdependent relationship. Additional findings from regression analyses suggested that motivation is a significant predictor of job satisfaction.

Adult↗
PubMed2004

Physician job satisfaction in New Zealand versus the United Kingdom.

AIMS: To compare and contrast levels of job satisfaction and job-related stress between doctors in New Zealand (NZ) and the United Kingdom (UK). METHODS: Self-administered questionnaire to 593 NZ doctors and 795 UK doctors. Job satisfaction was scored using the Warr, Cook, and Wall scale. Job stress responses were correlated to satisfaction scores. RESULTS: Overall, job satisfaction levels were high; however, UK hospital physicians were found to be significantly less satisfied with their work than both NZ physicians and surgeons. Satisfaction with work was found to vary with working hours, amounts of paperwork, level of governmental interference, and time spent in public or private practice. CONCLUSION: Doctors in the UK face greater difficulty in gaining satisfaction from their work, as exemplified by the subgroup of UK physicians. This is due to a complex array of factors including conditions of the working environment and sociopolitical factors that are absent or minimal in New Zealand.

Adult↗
PubMed1998

The relationship of job satisfaction with organizational variables in public health nursing.

OBJECTIVE: This study examined the relationship of the organizational variables of structure, technology, and environment with job satisfaction among public health nurses in a southeastern state. BACKGROUND: There is little research on the characteristics of the work environment that influence nurses to remain in the public health work setting. Prior research in this setting has focused on the negative aspects of the nursing positions. These aspects of least desirability for the public health nurse provide only a partial view of job satisfaction. To decide and plan specific strategies, the nurse administrator must have valid and useful information about the positive aspects of job satisfaction of public health nurses. METHODS: The researchers distributed a questionnaire to all licensed nursing personnel employed by a state public health department. Data collection consisted of four tools: 1) structure instrument; 2) technology instrument; 3) environmental uncertainty instrument; and 4) McCloskey-Mueller Job Satisfaction Scale (MMSS). The sample of 838 public health nurses (response rate of 50.6%) included representation from all 13 districts and the central office of the public health department. RESULTS: Significant relationships were found between job satisfaction and the demographic variables of nurse category (registered nurse and licensed practical nurse) and years of experience with the public health department. The critical variable for predicting job satisfaction in this group of public health nurses was organizational structure (vertical participation, horizontal participation, and formalization). Dimensions of structure accounted for 41% of the variance in job satisfaction. Structure remained the critical predictor of job satisfaction, although the findings do not suggest a conclusive model. The three dimensions of technology (instability, variability, and uncertainty) and environmental uncertainty assumed significance only in concert with each other or with the dimensions of structure. CONCLUSIONS: This study contributes to nursing management theory by examining the relationship of organizational structure, technology, and environmental uncertainty with job satisfaction in public health nurses. This research also has implications for nurse administrators in public health for creating more flexible work environments and facilitating staff involvement in decision making.

Education, Nursing↗
PubMed1982

Job satisfaction of dietitians in the United States.

The purpose of this study was to determine the level of job satisfaction of dietitians in the United States. Job satisfaction scores using the Job Descriptive Index (JDI) were studied in relation to marital status, age, years of employment, place of employment, salary, job responsibilities, and dietitian category. The sample consisted of 529 dietitians in the following categories: consultant, clinical, other, generalist, administrative, community, research, and teachers. When compared with norms, total job satisfaction scores were low. Few significant differences were observed among dietitian categories. There were no significant differences between total job satisfaction scores and any of the job-related variables studied.

Age Factors↗
PubMed2000

Nursing stress: the effects of coping strategies and job satisfaction in a sample of Australian nurses.

Nursing stress: the effects of coping strategies and job satisfaction in a sample of Australian nurses The study reported in this paper examined relationships between nursing work-related stressors and coping strategies, and their impact upon nurses' levels of job satisfaction and mood disturbance. It was proposed that higher levels of perceived work stress and use of avoidance coping would increase mood disturbance, while problem-focused coping would be associated with less mood disturbance. The study also aimed to explore the possible 'buffering effects' of using humour in coping with stress, and the effect of job satisfaction on the stress-mood relationship. The sample consisted of 129 qualified Australian nurses who volunteered to complete standardized questionnaires, including the Nursing Stress Scale, Ways of Coping Questionnaire, the Coping Humour Scale, Job Satisfaction Scale of the Nurse Stress Index, and the shortened version of the Profile of Mood States. Results revealed a significant positive relationship between nursing stress and mood disturbance, and a significant negative relationship between nursing stress and job satisfaction. The use of avoidance coping and the perception of work overload were found to be significant predictors of mood disturbance. No evidence was found to indicate that the use of humour had a moderating effect on the stress-mood relationship but there was support for the influence of job satisfaction upon this relationship. These results provided some support for a transactional model of stress since situational factors were found to influence the nurses' coping and perceptions of stress.

Adaptation, Psychological↗
PubMed1991

Prestige: key to job satisfaction for community health nurses.

By examining and predicting dimensions of job satisfaction of community-based nurses, this study sought to provide information for recruiting and retaining community nurses. Data were collected from a sample of 104 community health, school health, and home health nurses. Prestige had the highest positive correlation with and was the single significant predictor of job satisfaction. Three other subscales, autonomy, social interaction, and organizational requirements, correlated with job satisfaction as moderately positive. Weak positive relationships were found with years of work, years on the job, age, and years of education. Pay was not associated with job satisfaction for these nurses.

Community Health Nursing↗
PubMed2000

Do new roles contribute to job satisfaction and retention of staff in nursing and professions allied to medicine?

BACKGROUND: Studies have suggested that job dissatisfaction is a major factor influencing nurses' and occupational therapists' intention to leave their profession. It has also been related to turnover of qualified nurses. However, literature relating to these factors among nurses and professions allied to medicine in innovative roles is scarce. AIMS: This paper considers the views of 452 nurses and 162 professionals allied to medicine (PAMs) in innovative roles, on job satisfaction, career development, intention to leave the profession and factors seen as hindering and enhancing effective working. METHODS: A self-completion questionnaire was developed as part of a larger study exploring new roles in practice (The ENRiP Study). FINDINGS: Overall there was a high level of job satisfaction in both groups (nurses and PAMs). Job satisfaction was significantly related to feeling integrated within the post-holder's own professional group and with immediate colleagues, feeling that the role had improved their career prospects, feeling adequately prepared and trained for the role, and working to protocol. Sixty-eight percent (n = 415) of respondents felt the role had enhanced their career prospects but over a quarter of respondents (n = 163; 27%) said they would leave their profession if they could. Low job satisfaction was significantly related to intention to leave the profession. CONCLUSIONS: The vast majority of post-holders in innovative roles felt that the role provided them with a sense of job satisfaction. However, it is essential that the post-holders feel adequately prepared to carry out the role and that the boundaries of their practice are well defined. Career progression and professional integration both being associated with job satisfaction.

Adult↗
PubMed1982

Racial differences in job satisfaction among white and black mental health employees.

Examination of the job satisfaction of paraprofessional and professional mental health employees has revealed that black employees were significantly less satisfied with their jobs then were white counterparts. A cultural explanation for these observed differences would hold that values and beliefs contributing to job satisfaction differ across race. This hypothesis was tested by separately factor analyzing 79 black and 222 white employee responses for black and white employees were compared using the Pearson Product Moment Correlation Coefficient and revealed six partially convergent job satisfaction themes. However, differences in the complexity and importance of analogous black and white factors supported the hypothesis that differing dimensions underlie job satisfaction for black and white employees.

Black or African American↗
PubMed2006

[Intention to serve the same company for long years and job satisfaction in Japanese workers].

The purpose of this study was to investigate the relation between intention to serve the same company for long years and job satisfaction in Japanese workers. Four hundred eighteen Japanese workers completed a questionnaire to assess intention to serve for long years and job satisfaction. Job satisfaction was measured by two scales. One scale was consisted of the items which were deviced in the preliminary study concerning satisfaction with the company, and the other was consisted of the items based on the Minnesota Satisfaction Questionnaire. A factor analysis on the former scale yielded four factors: fosterage by company, order in company, company's name recognition, and expansibility of company. A factor analysis on the latter yielded four factors: contribution and activity, recognition and benefits, supervision, and discretion on job. The multiple regression analysis showed that "expansibility of company" was the most important predictor of intention to serve for long years.

Adult↗
PubMed1999

Job satisfaction in a rural differentiated-practice setting.

This article reports the findings of a 3-year study that assessed the job satisfaction of nursing personnel in a rural nursing center that uses a differentiated practice model. Job satisfaction was measured using the Brayfield Job Satisfaction Questionnaire, the McCloskey/Mueller Satisfaction Survey, and the Job Descriptive Index. A high level of job satisfaction was found across all 3 years. Factors associated with job satisfaction are also described. The findings of this study add to the growing body of literature on the importance of differentiated practice in creating satisfying work environments.

Community Health Nursing↗
PubMed1992

Job satisfaction among critical care nurses.

OBJECTIVE: To develop a conceptual path model to explain the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction among critical care nurses. DESIGN: A prospective descriptive study using a conceptual path model. SETTING: Nine hospitals licensed for at least 250 beds in the northeastern, northwestern, northcentral, and southern regions of Florida. SAMPLE: Three hundred female critical care nurses employed in the nine hospitals who had worked full-time for at least 3 months. MEASUREMENTS: Subjects were administered a demographic and work survey questionnaire, Daily Hassles Instrument, Psychological Hardiness Test and the Job Diagnostic Inventory. MAIN OUTCOME MEASURES: A conceptual path model was constructed to illustrate the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction. MAIN RESULTS: Path analysis of a job satisfaction model resulted in a causal progression of situational stress leading to either job stress or job motivation, both affecting job satisfaction. The results showed that job stress, job motivation, job expectations, meaningful work, knowledge of work results, commitment to career, health difficulties, task identity, supervision, dealing with others at work, opportunity for advancement, pay and job security had a significant effect on job satisfaction. CONCLUSION: Thirteen variables had a significant effect on job satisfaction and explained 63% of the variance. The four most significant effects on job satisfaction were opportunities for advancement, meaningfulness of work, pay and supervision. Commitment to the career, task identity and job security had a modest effect on job satisfaction.

Adult↗
PubMed2001

The role of the psychiatrist: job satisfaction of medical directors and staff psychiatrists.

In a previous survey of Columbia University Public Psychiatry Fellowship alumni, medical directors reported experiencing higher job satisfaction compared to staff psychiatrists. To further this inquiry, the authors conducted an expanded survey among the membership of the American Association of Community Psychiatrists (AACP). We mailed a questionnaire to all AACP members. Respondents categorized their positions as staff psychiatrist, program medical director or agency medical director, and rated their overall job satisfaction. The form also included a number of demographic and job characteristic items. Of 479 questionnaires mailed, a total of 286 individuals returned questionnaires (61%-12 forms were undeliverable). As in our previous survey, medical directors experience significantly higher job satisfaction compared to staff psychiatrists. Program and agency medical directors do not differ significantly. In addition, job satisfaction is strongly and negatively correlated with age for staff psychiatrists but not for medical directors. This survey strengthens the previously reported advantage medical directors have over staff psychiatrists regarding job satisfaction. The finding that job satisfaction decreases with increasing age of staff psychiatrists but not medical directors is particularly interesting, suggesting that staff psychiatrist positions may come to be regarded as "dead-end" over time. Psychiatrists are advised to seek promotions to program medical director positions early in their careers, since these positions are far more available, and provide equal job satisfaction, compared to agency medical director positions.

Adult↗
PubMed2004

Predictors of job satisfaction among physiotherapists in Turkey.

The aim of this study was to investigate the level of job satisfaction among physiotherapists, and to identify the best predictors of job satisfaction. A self-administrated questionnaire survey was conducted in September 2003. Data were collected from 198 physiotherapists in 13 health care settings (five university hospitals, seven government hospitals, and one municipality hospital) located in Ankara, Turkey. Respondents were asked to complete a 31-item job satisfaction questionnaire. The response rate was 79.8%. The percentage of satisfied physiotherapists was 45.5%. There were no significant satisfaction differences between genders or between age groups. There was a positive relationship between the global satisfaction and domain scores (all ps<0.01). Logistic regression analysis showed that the most important predictors of job satisfaction were: (1) Leadership (OR=1.03, 95% CI 1.01 to 1.06), (2) Interpersonal relationships (OR=1.03, 95% CI 1.00 to 1.05), (3) Advancement (OR=1.02, 95% CI 1.00 to 1.05), and (4) Salary (OR=1.02, 95% CI 1.00 to 1.04). Specific job satisfaction dimensions indicate that highest dissatisfaction levels occur in the area of salary and advancement. Areas of dissatisfaction are signals for change.

Adult↗