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PubMedDate not supplied

Job satisfaction of Canadian public health nutritionists.

This study investigated the job satisfaction of public health nutritionists employed in provincial and municipal/regional departments of health in Canada. 153 (78%) of all eligible Canadian public health nutritionists responded to a mailed questionnaire. 89% of respondents indicated that overall, they were very satisfied or satisfied with their jobs. Although only 5% were dissatisfied or very dissatisfied, 31% would have doubts about recommending the profession to young people today, and 30% would choose a different profession if they could start again. Nutritionists who would recommend the profession had significantly higher (p < .05) levels of overall job satisfaction. Analysis of 23 job dimensions showed that nutritionists were most satisfied with their professional independence and stimulation. They were least satisfied with financial rewards and opportunities for advancement. The study provides direction on actions that may be taken to increase job satisfaction among Canadian public health nutritionists.

Adult↗

PubMedDate not supplied

Perceived dimensions of job satisfaction for staff registered nurses.

To measure the importance of dimensions of job satisfaction 144 females registered staff nurses in four East Coast metropolitan hospitals were given an 18-item Likert-type instrument. Results indicated that the traditional intrinsic/extrinsic dichotomy, which exists in elements of job satisfaction, did not apply. The nurses perceived their job satisfaction in a more complex fashion, in that four statistically independent dimensions emerged with "relationship orientations" accounting for almost 24 percent of the total variance. The study implies that previous considerations in job satisfaction for the professional may need to be reexamined in terms beyond the traditional in trinsic/extrinsic dichotomy.

Factor Analysis, Statistical↗

PubMedDate not supplied

The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses.

This study investigated the relationships among turnover intentions, professional commitment, and job satisfaction of registered nurses. A structured, self-administered questionnaire, including the Professional Commitment Scale, job satisfaction, turnover intentions, and demographic data, was distributed to 2,550 registered nurses. A total of 2,197 subjects completed the questionnaires with an 86.2 per cent response rate. All of the subjects were women. The mean age was 28.56 years. Seventy-two per cent of respondents had graduated with an associate's degree and 59 per cent were unmarried. There was a positive correlation between job satisfaction and professional commitment, intention to leave the organization, and between intention to leave the profession. The negative correlation was significant between professional commitment and turnover intentions, and between job satisfaction and turnover intentions. The discriminant analysis showed that 38.4 per cent of job satisfaction was correctly classified in predicting intention to leave the organization, and 30.5 per cent in predicting the intention to leave the profession. Thirty per cent of professional commitment was correctly classified in predicting intention to leave the organization, and 39.7 per cent in predicting the intention to leave the profession. The study suggests that there were different moderators that affect different turnover intentions of staff nurses.

Adolescent↗

PubMed1987

Nurses' job satisfaction: a longitudinal analysis.

A causal model of nurses' job satisfaction was tested using longitudinal analysis of 13 causal determinants and five correlates measured at Time 1, and job satisfaction measured at Time 2. Data were collected from 370 registered nurses at five hospitals using questionnaires mailed eight months apart. Four different models were analyzed using the LISREL maximum likelihood procedure to estimate the path coefficients. Variables reaching statistically significant levels included, in order of importance, routinization, promotional opportunity, distributive justice, age, day shift, workload, kinship responsibility, and opportunity for jobs outside the employing hospital. With the prior level of job satisfaction controlled, only the effects of day shift remained significant.

Adult↗

PubMed1982

Community and job satisfactions: an argument for reciprocal influence based on the principle of stimulus generalization.

The principle of stimulus generalization provided the underlying argument for a test of hypotheses regarding the association of community and job satisfactions and a critique of related theory and research. Two-stage least squares (2SLS) analysis made possible the examination of reciprocal causation, a notion inherent in the theoretical argument. Data were obtained from 276 employees of a Western U.S. coal mine as part of a work attitudes survey. The 2SLS analysis indicated a significant impact of community satisfaction on job satisfaction and an effect of borderline significance of job on community satisfaction. Theory-based correlational comparisons were made on groups of employees residing in four distinct communities, high and low tenure groups, males and females, and different levels in the mine's hierarchy. The pattern of correlations was generally consistent with predictions, but significance tests for differences yielded equivocal support. When considered in the context of previous studies, the data upheld a reciprocal causal model and the explanatory principle of stimulus generalization for understanding the relation of community and job satisfactions. Sample characteristics necessitate cautious interpretation and the model per se might best be viewed as a heuristic framework for more definitive research.

Adult↗

PubMed2002

The relationship of empowerment and selected personality characteristics to nursing job satisfaction.

PURPOSE: This study reports on a secondary data analysis undertaken to better understand the determinants of job satisfaction for hospital nurses. Both workplace and personal factors can contribute to job satisfaction. THEORETICAL FRAMEWORK: Kanter's theory of structural empowerment and Spreitzer's theory of psychological empowerment explain logical outcomes of managerial efforts to create structural conditions of empowerment. Selected personal attributes were also considered. METHOD AND SAMPLE: Instruments used were 1) Conditions for Work Effectiveness Questionnaire; 2) psychological empowerment tool; 3) a mastery scale; 4) an achievement scale; and 5) a job satisfaction scale. The sample of 347 nurses (58% response rate) came from all specialty areas. RESULTS: Structural and psychological empowerment predicted 38% of the variance in job satisfaction. Achievement and mastery needs were not significant. Other personal attributes can be found in future research to improve job satisfaction. CONCLUSIONS: Through careful manipulation of the hospital environment, both structural and psychological empowerment can be increased, resulting in greater job and patient satisfaction and, ultimately, improved patient outcomes.

Achievement↗

PubMed2002

Change in job satisfaction, and its association with self-reported stress, cardiovascular risk factors and mortality.

Many studies have suggested that occupational stress may be related to the development of cardiovascular disease (CVD), independently of other known risk factors. Despite the recognition of job satisfaction as a particular form of stress, however, few studies have examined its association with CVD. Those studies that have explored the associations between job satisfaction and CVD risk factors, or job satisfaction and CVD mortality, have been largely cross-sectional in approach and report contradictory findings. This study revisits the associations between job satisfaction, self-reported stress. CVD risk factors and CVD mortality using longitudinal data from a cohort of working Scottish men and women recruited between 1970 and 1973. Approximately half of the cohort was screened for a second time, 4-7yr after the baseline examination. Job satisfaction at baseline was strongly associated with low or moderate perceived stress at 2nd screening. Men and women reporting decreased satisfaction in their jobs between baseline and 2nd screening tended to report moderate or high perceived stress at 2nd screening. Job satisfaction was associated with own occupational class in different directions for men and women. Men in the manual social classes reported more satisfaction with their jobs than their peers, whilst it was women in the non-manual social classes who reported more satisfaction with their jobs than their peers. There was limited evidence of an association between job satisfaction and age-adjusted CVD risk factors (diastolic blood pressure; blood cholesterol; body mass index; forced expiratory volume in 1st amount of recreational exercise undertaken; cigarette smoking and alcohol consumption) for men, after adjustment for occupational class, but there was no evidence of any association for women. There was also no evidence to suggest that men or women reporting job dissatisfaction on one occasion or on two occasions several years apart, had a significantly greater risk of mortality from CVD.

Adult↗

PubMed1979

Cross-organizational job satisfactions of technician-level staff members.

Job satisfactions of technicians were assessed in three medium to large public residential facilities using the Job Descriptive Index. Technicians in a fourth, much smaller facility provided separate reliability and validity data on the Job Descriptive Index. In general, the job satisfactions of technicians as measured by this scale were lower than those of workers in industrial settings, particularly with respect to pay. Correlational analyses revealed no significant relationship between client characteristics and satisfaction scores. Staffing patterns did, however, affect technician satisfactions in several areas.

Humans↗

PubMed1998

The age and job satisfaction relationship: does its shape and strength still evade us?

Many investigations have examined the relationship between age and job satisfaction. However, various types of relationships have been reported across studies: positive linear, negative linear, U-shaped, inverted U-shaped or inverted J-shaped, or no significant relations. Such conflicting results have left the true nature of the relationship unresolved. The present study used a large national probability sample of workers (N = 1,095) to investigate the shape and strength of the age--job satisfaction relationship. Results indicated a significant but weak positive linear age--job satisfaction relationship. That is, age failed to explain a substantial proportion of linear variance in our job satisfaction measure. This indicates that age, as a chronological variable, is not a viable predictor of job satisfaction. Future research attempting to explain age differences in job satisfaction should instead focus its attention on other more pertinent psychological variables associated with the underlying aging process.

Adolescent↗

PubMedDate not supplied

Job satisfaction of registered nurses working in an acute hospital.

The links between job satisfaction and the retention of nurses are well established in the literature. Given the current difficulties experienced by the NHS in recruiting and retaining sufficient numbers of nurses, the need to understand how satisfied nurses are in their jobs becomes clear. This study set out to measure the job satisfaction of registered nurses working in adult acute medical and surgical specialties using the Mueller McCloskey (1990) Satisfaction Scale, a 31-item Likert questionnaire. Data were collected from 141 E-grade nurses working in a ward environment. In addition to providing a general outline of reported job satisfaction, the findings of this study identify key areas of reported job satisfaction around peer socialization and dissatisfaction with childcare facilities and control over work conditions. Based on these findings, recommendations are made that may affect positively nurse retention and suggestions put forward for future use of the Mueller McCloskey Satisfaction Scale.

Adult↗

PubMed1994

Factors affecting dental surgery assistants' job satisfaction in general dental practice.

Reported studies suggested that job satisfaction, was low among non-operating dental auxiliaries. Clearly this might affect the quality of their work. The study reported in the present article evaluated dental surgery assistant (DSA) job satisfaction in general dental practices in the northwestern region of England. An initial qualitative study determined the factors that DSAs thought affected their job satisfaction and these were evaluated in a quantitative study. Although the majority of DSAs found their work satisfying and enjoyable, a number found some aspects unsatisfactory and changes are proposed which may improve the quality of their working lives.

Adolescent↗

PubMed2005

An investigation of job satisfaction, organizational commitment and role conflict and ambiguity in a sample of Chinese undergraduate nursing students.

This study aimed to explore the relationships between job satisfaction and organizational commitment, role conflict and ambiguity, and demographic variables associated with retention of nurses within the Chinese healthcare workforce. A hypothetical model derived from a review of research studies investigating relationships between these variables was tested in a cross-sectional questionnaire survey of all the final year nursing students in a medical university in China. Seventy-one out of the total sample of 75 final year nursing students completed the questionnaire, producing a response rate of 95%. Descriptive and inferential statistical analysis of the data revealed a positive relationship between job satisfaction and organizational commitment, and a negative relationship between job satisfaction and role conflict and ambiguity. These results largely support the hypothesised associations between variables found in research studies derived mainly from samples of Western qualified nurses. However, contrary to previous studies, the findings suggest that aspirations to work in a clinical post are associated with high job satisfaction, and degree level student nurses have relatively high job satisfaction. The main implications for nursing education and practice are that educators and clinical mentors should work collaboratively to reduce the gap between theory and practice, specifically to improve the quality of student nurses' clinical experience in China and elsewhere. Positive clinical placement experience is related to high job satisfaction, and so, potentially, to improved retention. Future studies are needed which investigate changes in job satisfaction and other related variables over time, which have student nurse samples that are sufficient to enable the predictive value of these variables on retention in the healthcare workforce to be investigated.

Adult↗

PubMed2002

Job satisfaction of nurses in Ministry of Health Hospitals in Riyadh, Saudi Arabia.

OBJECTIVE: To examine the magnitude and determinants of job satisfaction in nurses working in Ministry of Health hospitals Riyadh, Kingdom of Saudi Arabia. METHODS: A modified version of the Minnesota Job Satisfaction Questionnaire is used to survey 500 nurses in 9 Ministry of Health hospitals in Riyadh, Kingdom of Saudi Arabia. Three hundred and sixty six nurses from different nationalities responded to the questionnaire (response rate 73%). Data analysis consisted of descriptive statistics, t-tests, one way-analysis of variance, correlation analysis, and regression analysis RESULTS: Overall job satisfaction was found to be moderate. The most important determinants of job satisfaction are: Recognition, technical aspects of supervision, work conditions, utilization of skills, pay, and job advancement. No differences were found in overall job satisfaction according to gender, age, income, nationality, or marital status. Differences were found according to educational level. Also, job satisfaction is positively correlated with years of experience. CONCLUSION: The study has important implications for the way that Ministry of Health hospitals are managed and for its policies regarding several aspects of human resources including efficient and effective use of nursing manpower.

Adult↗

PubMed2004

Job satisfaction and burnout in mental health services for older people.

OBJECTIVE: The objective of the present paper was to identify factors associated with job satisfaction and burnout among staff working in mental health services for older people. METHODS: A postal survey was distributed to staff members from eight mental health services for older people in Western Australia. Staff focus groups identified causes of work stress. RESULTS: The response rate was 33% (116/349). Teamwork, social support and clear roles had a positive effect on job satisfaction. Community staff members had higher job satisfaction than ward staff. Nurses reported higher burnout and lower job satisfaction than other mental health professionals. Staff members working in newer models of service delivery had higher job satisfaction than those working in more traditional models. CONCLUSION: Surveys and focus groups were an effective means of identifying factors associated with job satisfaction in mental health staff members. Newer models of service delivery with team building and supportive management may improve the workplace for staff.

Aged↗

PubMedDate not supplied

Predictors of job satisfaction in remote hospital nursing.

This research examined the relationship between the content of work, the work environment and job satisfaction among nurses working in a teaching hospital located in a remote area of Central Australia. Using the results of recent meta-analyses of job satisfaction, a conceptual framework was developed that predicted that work content (variety, autonomy, task identity and feedback) and work environment (ward facilities, collaboration with medical staff, cohesion amongst nurses, staffing, pooling and respected by others) would influence job satisfaction. A descriptive survey of 135 nurses employed in a 170 bed hospital was undertaken. Strongest predictors of job satisfaction were job variety, feedback and collaboration with medical staff. Other moderate correlates were cohesion amongst nurses and task identity. This study demonstrated that feedback from colleagues and supervisors should never be trivialised as a strategy to improve job satisfaction. Furthermore, the need to be considered as part of the health care team by the medical profession can be influenced by proactive workplace strategies and policies.

Adult↗

PubMed2006

Predictors of job satisfaction among doctors, nurses and auxiliaries in Norwegian hospitals: relevance for micro unit culture.

OBJECTIVE: To explore what domains of work are important for job satisfaction among doctors, nurses and auxiliaries and to discuss differences between professional groups in the perspective of micro team culture. DESIGN: Cross-sectional survey data from hospital staff working clinically at inpatient hospital wards in Norway in 2000. MEASURES: Linear regression models predicting job satisfaction for the three professions were compared. First, five domains of hospital work were examined for general job satisfaction. Based on the result of the first regression, five items concerning local leadership were explored in a second regression. RESULTS: A total of 1814 doctors, nurses and auxiliaries working at 11 Norwegian hospitals responded (overall response rate: 65%). The only domain of work that significantly predicted high job satisfaction important for all groups was positive evaluation of local leadership. Both steps of analyses suggested that professional development is most important for doctors. For registered nurses, experiencing support and feedback from the nearest superior was the main explanatory variable for job satisfaction. Job satisfaction of auxiliaries was equally predicted by professional development and local leadership. The results are discussed and interpreted as reflections of cultural values, loyalties and motivation. CONCLUSION: The professional values of medicine, the organizational and holistic skills of nurses and the practical experience of auxiliaries should all be valued in the building of interdependent micro teams.

Journal Article↗

PubMed2002

Selection from fixed term to permanent employment: prospective study on health, job satisfaction, and behavioural risks.

STUDY OBJECTIVE: To examine health, job satisfaction, and behavioural risks as antecedents of selection from fixed term to permanent employment. DESIGN: Prospective cohort study of change in employment contract during a two year period. Self reported health, recorded sickness absence, job satisfaction, behavioural risks, demographics, and occupational characteristics were assessed at baseline. SETTING: Hospital staff in two Finnish hospital districts. PARTICIPANTS: A cohort of 526 hospital employees (54 men, 472 women) aged 20 to 58 years with a fixed term job contract at baseline. MAIN RESULTS: During the follow up period, 137 became permanently employed. Men, employees in higher positions, full time workers, and those with five to eight years in the employ of the hospital were more likely to become permanently employed. After adjusting for these factors, obtaining a permanent job contract was predicted by self rated good health (odds ratio (OR) 3.90; 95% confidence intervals (CI) 1.34 to 11.36), non-caseness of psychological distress (OR 1.80; 95% CI 1.01 to 3.20), high job satisfaction (OR 1.86; CI 1.17 to 2.94), and non-sedentary life style (OR 2.64; CI 1.29 to 5.41), compared with the rest of the cohort. CONCLUSIONS: Investigation of fixed term employees yields new information about selective mechanisms in employment mobility. Good health seems to promote the chances for a fixed term employee to reach a better labour market status. These results correspond to earlier research on selective mechanisms in other forms of employment mobility and provide a partial explanation for the socioeconomic gradient of health.

Adult↗

PubMed2000

Job satisfaction among gynecologic oncologists practicing in the United States.

OBJECTIVE: We sought to determine whether there have been any significant changes in professional satisfaction among gynecologic oncologists over the past 30 years. METHODS: We mailed surveys to all U.S. gynecologic oncologists belonging to the Society of Gynecologic Oncologists to compile data on demographics, training, motivating factors, overall professional satisfaction, and the effect of managed care. We compared these factors among oncologists who completed training in different years and among different demographic groups. We used calculated confidence intervals to determine statistical significance. RESULTS: We surveyed 767 gynecologic oncologists and received 344 evaluable responses, representing 47% of the total eligible. Results show that neither the factor rated most important in looking for a first job nor the factor rated most important in giving job satisfaction once in a job has changed significantly among gynecologic oncologists over time. In addition, the importance placed on salary has not varied across the fellowship graduate classes, although within each class salary increased in importance from the first job to the current job. Our analysis shows that while male and female gynecologic oncologists are similar in their job satisfaction and practice patterns, men report being sued twice as often as women, and men tend to stay in their first jobs significantly longer than women. We also compare the surveyed academic gynecologic oncologists to the private gynecologic oncologists and show that while overall job satisfaction is similar, their ratings of the factors that provide job satisfaction do differ significantly. Our data show that managed care penetration has increased over time among gynecologic oncology practices and that gynecologic oncologists' job satisfaction ratings tend to decrease with the increase in managed care penetration, although not reaching statistical significance. CONCLUSIONS: Our results show that changes in practice styles since the 1960s have not affected overall job satisfaction among gynecologic oncologists. However, several trends in practice styles can be noted, including differences between sexes, academic versus private physicians, and attitudes about managed care. The survey also suggests that there is interest among gynecologic oncologists in continuing to monitor changes in patterns of practice and satisfaction.

Adult↗