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PubMed1989

Occupational stress and job satisfaction among flight nurses. A survey of National Flight Nurses Association members.

A mail survey of members of the National Flight Nurses Association was conducted to assess occupational stress and job satisfaction. In addition to scales measuring stress and job satisfaction, the questionnaire requested demographic information and included a depression scale. The anticipated direct relationship between stress and depression was observed (r = .56, p .0001), as were the expected inverse relationships between stress and job satisfaction (r = .54, p less than .0001), and between depression and job satisfaction (r = -.45, p .0001). Responses to statements on the stress scale indicated that work interference with family life and failure to receive recognition were important sources of stress, while avoidance behaviors such as tardiness and daydreaming were used infrequently to cope with stress. Inadequate recognition, particularly by administrators and supervisors, and lack of involvement in decision-making processes surfaced as sources of dissatisfaction, as did inadequate feedback about job performance. The tasks performed by flight nurses and being members of cohesive work groups were important sources of job satisfaction. The results indicate that although flight nurses basically are satisfied with their jobs and enjoy working in air medical transport, they want to know that they are performing well. They also want to be involved in decision-making processes and to be recognized for the stressful jobs they perform.

Aerospace Medicine↗

PubMed1997

Psychometric evaluation of the Organizational Job Satisfaction Scale.

Findings are reported from a replicated evaluation of the psychometric properties of the Organizational Job Satisfaction Scale. Data lend strong support for the scale which assesses four dimensions of organizational job satisfaction. Principal component factor analysis of data from two independent samples of urban staff registered nurses (RNs) (n = 496; n = 532) confirmed four dimensions of pay, interaction, administration, and status. Cronbach's alpha for subscales ranged from .76 to .88. Pearson correlation coefficients for the interrelationships among subscales and an estimate of theta verified internal consistency. The Organizational Job Satisfaction Scale scores correlated significantly with a criterion measure of job enjoyment. Hypothesis testing of theoretically predictable relationships supported construct validity. Scores on the organizational job satisfaction subscales correlated significantly with automony, stress, and commitment. Item revisions and recommendations for future use of the instrument are discussed.

Adult↗

PubMed2004

Factors affecting the job stress and job satisfaction of Australian nurses: implications for recruitment and retention.

Against a background of nurse shortages in Australian hospitals, a significant challenge facing the healthcare sector is the recruitment and retention of nurses. The job stress and job satisfaction of nurses have been associated with recruitment and retention. The aim of this study is to consider two factors that may contribute to the job satisfaction and job stress of nurses: social support and empowerment. Using a sample of 157 registered nurses in a private hospital in Melbourne, Australia, we found that social support derived from the nurse's supervisor and work colleagues lowered job stress and at the same time increased job satisfaction. The presence of nurse empowerment, meaning, impact, competence and self-determination, also lowered job stress and increased job satisfaction. Finally, we discuss contributions of this study and implications for recruitment and retention of nurses in the health sector.

Adult↗

PubMed1991

Development of an instrument to measure job satisfaction among dentists.

Because of the rapid changes that have occurred in the dental profession, the Dentist Satisfaction Survey (DSS) was developed to assess both facet and overall job satisfaction among dentists. The DSS was administered to a sample of 558 California general dentists. The results suggest that the DSS is a practical, reliable, and valid measure of dentists' job satisfaction. Internal consistency reliability coefficients for all facet subscales and the overall job satisfaction scale ranged from 0.60-0.92. The DSS discriminated between groups of dentists known to have different levels of job satisfaction; dentists identified by dental society presidents as being very dissatisfied scored significantly differently in the hypothesized direction on the DSS. A high correlation (r = 0.68) was found between judges' independent ratings of dentists' satisfaction based on their open-ended comments and DSS scores. While the majority of respondents were satisfied with most facets of their jobs, substantial variation was found among dentists in their levels of satisfaction.

Adult↗

PubMed1997

Physician job satisfaction: developing a model using qualitative data. SGIM Career Satisfaction Study Group.

The purpose of this study was to develop a current and comprehensive model of physician job satisfaction. Information was gathered by (1) analysis of open-ended responses from a large group practice physician survey in 1988, and (2) analysis of focus group data of diverse physician subgroups from 1995. Participants were 302 physicians from large-group practices and 26 participants in six focus groups of HMO, women, minority, and inner-city physicians. Data were used to develop a comprehensive model of physician job satisfaction. The large group practice survey data supported the key importance of day-to-day practice environment and relationships with patients and physician peers. Future concerns focused on the effect of managed care on the physician-patient relationship and the ability of physicians to provide quality care. Focus groups provided contemporary data on physician job satisfaction, reinforcing the centrality of relationships as well as special issues for diverse physician subgroups of practicing physicians. New variables that relate to physician job satisfaction have emerged from economic and organizational changes in medicine and from increasing heterogeneity of physicians with respect to gender, ethnicity, and type of practice. A more comprehensive model of physician job satisfaction may enable individual physicians and health care organizations to better understand and improve physician work life.

Adult↗

PubMed1998

Factors in job satisfaction of the psychiatric clinical nurse specialist.

This exploratory descriptive study examines variables that affect the job satisfaction of psychiatric clinical nurse specialists (CNSs). A convenience sample of 52 psychiatric CNSs revealed a moderate amount of job satisfaction as indicated on the Mueller/McCloskey Satisfaction Scale. CNSs employed outside hospitals and those who had a private practice component to their jobs had greater mean job satisfaction than those who were employed in the hospital setting and did not have a private practice besides this work (p = 0.0188). Hospital executives are urged to look at the structures of their organizations to enhance the job satisfaction of these advanced nurses who work in a hospital.

Adult↗

PubMed1976

Personality and job satisfaction of medical technologists.

The personality characteristics and job satisfaction patterns of a volunteer group of practicing medical technologists were measured by the Myers-Briggs Type Indicator and the Job Description Index. Data analysis was based on three groups of female subjects: clinical practitioners, educators, and administrators. There was little primary impact of personality upon job satisfaction, although definite patterns of personality are identifiable in the three groups. Implications for counseling students and placing practitioners in satisfying jobs were suggested, and additional studies to be conducted were identified.

Administrative Personnel↗

PubMed2001

Job satisfaction and workplace characteristics of primary and specialty care physicians at a bimodal medical school.

PURPOSE: A few medical schools are highly successful in obtaining research funding and producing primary care physicians. The authors compared the job satisfaction of primary and specialty care faculty at one of these bimodal schools. METHODS: In 1998, all full-time physician-faculty (n = 408) in 15 clinical departments at the University of Iowa College of Medicine (a bimodal medical school) were sent a questionnaire based on the Price-Mueller model of job satisfaction. Faculty rated their global job satisfaction and perceptions about 18 workplace characteristics, stressors, and supports. Responses of primary and specialty care physicians were compared in these domains. RESULTS: A total of 71% of surveyed faculty (n = 341) returned usable questionnaires. Primary and specialty care faculty reported similar levels of job satisfaction (p =.20), and similar percentages (51% versus 54%, p =.63) reported overall satisfaction with their jobs at the medical school. However, primary care faculty perceived less opportunity to advance (p <.01), greater professional-role ambiguity (p =.02), less collegiality (p =.02), and less ability to make full use of their clinical skills (p =.01). Primary and specialty care faculty reported similar intentions of leaving the medical school within the coming year (p =.41). CONCLUSIONS: Primary and specialty care physicians at one bimodal medical school reported similar levels of job satisfaction. However, the primary care physicians rated several important job-related domains lower than did their specialty care colleagues, most notably the opportunity to advance within the medical school.

Adult↗

PubMed1996

Development and validation of an inventory for measuring job satisfaction among family physicians.

The aim was to develop and validate a measure of job satisfaction among family physicians. The construct of job satisfaction was developed theoretically, then the semantic network technique was used for the construction of the items. 80 semantic differential items in a random order were related by nine physicians. Four dimensions integrated the construct: "job satisfaction," "health institutions where I work," "my patients," and "myself as a doctor." The average Cronbach alpha was .81. In the factor analysis, four factors were obtained in each dimension except that of "my patients," for which two were obtained. These factors accounted for at least 44% of the construct developed. The semantic network technique may be useful.

Family Practice↗

PubMed1995

Retainment incentives in three rural practice settings: variations in job satisfaction among staff registered nurses.

Researchers have demonstrated repeatedly the importance of the relationship linking job satisfaction to employee retention. In rural areas of the country, where a persistent maldistribution of nurses continues to hamper health care delivery, the potential benefits of bolstering retention via enhancements in job satisfaction are of utmost utility to administrators and providers alike. Data were gathered from a multistate survey of registered nurses (RNs) practicing in rural hospitals, skilled nursing facilities, and community/public health settings (N = 1,647; response rate = 40.3%). The investigators found that the use of tuition reimbursement corresponded significantly with increased levels of job satisfaction among nurses in all three practice environments, as did day care services for nurses in acute care settings. Also, among hospital-based RNs, level of nursing education was found to be a significant factor in the relationship between tuition reimbursement and job satisfaction, with the highest level occurring among diploma-prepared nurses.

Career Mobility↗

PubMed2000

Job satisfaction of Asian Americans.

Since Asian Americans have demographic and labor force characteristics more similar to Euro-Americans than African Americans, one might predict that their job satisfaction would be more like the former than the latter. And, because Asian Americans originating from different countries are heterogeneous in language, culture, and recency of immigration, one might predict that they may report obtaining different amounts of satisfaction from their jobs. However, data from 21 nationally representative opinion surveys from 1972 through 1996 suggest the opposite. Asian Americans (n = 199) reported job satisfaction more like African Americans (n = 1,231) than Euro-Americans (n = 10,709), and Asian Americans from China (n = 53), Japan (n = 44), India (n = 55), and the Philippines (n = 47) reported similar job satisfaction. These differences persisted when age, education, occupation, and personal income were held constant.

Adult↗

PubMed1996

Is there a relationship between job satisfaction and absenteeism?

This study attempted to address the problem of stress and burnout in hospital nurses by exploring factors which affect job satisfaction and the relationship between these and absence rates. Fifty nurses working in the elderly care unit of a district general hospital were asked to complete a job satisfaction questionnaire, specifically developed to include factors appropriate to the study, together with Maslach's burnout inventory and Beck's hopelessness scale. The hypothesis that job satisfaction is related to absenteeism was not supported. However, significant correlations between some variables were isolated. These correlations were tested using Spearmans risk correlation co-efficient. It is hoped that the job satisfaction questionnaire will become a useful instrument in screening those at risk of burnout, and a diagnostic aid to help consider the factors which affect job satisfaction. The implications of the study point to the need for the prevention of stress from environmental factors by the adoption of organizational strategies to promote positive working conditions, and the development of coping strategies in the form of stress awareness seminars, regular staff support groups and counselling services.

Absenteeism↗

PubMed1979

Some determinants of work performance in foodservice systems. Job satisfaction and work values of school foodservice personnel.

Job performance, job satisfaction, and work orientation of 304 women foodservice employees in twenty-four schools in seven districts were examined. Work values and job satisfaction of school and hospital foodservice employees were also compared. Work values varied little between the two groups. The school employees, however, were more satisfied with their work, supervision, and co-workers than were the hospital employees. School employees were divided into high- and low-performance groups through supervisory ratings of six dimensions of performance. The high-performance group had significantly higher satisfaction scores than the low-performance group. The former group had been employed longer and worked more hours per day than the latter.

Attitude↗

PubMed1998

Perception of the nurse practitioner's role and job satisfaction in the United States Navy.

A few studies have specifically examined the role perception and job satisfaction of civilian nurse practitioners (NPs), but no data exist for U.S. Navy NPs. The purpose of this study was to describe the perceptions of the Navy NP's roles by commanding officers, directors of nursing services, physicians, and NPs, and the level of job satisfaction among Navy NPs. A total of 907 questionnaires investigating NP role and job satisfaction were mailed to 29 Naval hospitals and clinics in the United States and overseas. The sample size totaled 450 (50% response rate). Of the 450 respondents, 45 NPs also filled out the Measure of Job Satisfaction survey. There were measurable differences in NP role perception by the sample groups. Role conflict and ambiguity were shown. Autonomy, sense of accomplishment, and time spent in patient care were major satisfiers, whereas pay, overall staffing levels, time available to get through work, and the amount of time spent on administrative work were the major dissatisfiers.

Adult↗

PubMedDate not supplied

Canadian public health nurses' job satisfaction.

OBJECTIVES: This study was undertaken to test the applicability of using a standardized questionnaire for measuring public health nurse (PHN) job satisfaction and to determine whether or not scores changed over 30 months. The importance of establishing a method for ongoing measurement of PHN job satisfaction was underscored by changing directions in practice and an emphasis on building public health capacity. METHOD: A 30-month interval, repeated measures descriptive survey design was used. SAMPLE: A randomly selected sample of 87 PHNs employed within 1 Canadian regional health authority participated. MEASUREMENT: The survey questionnaire, the Index of Worklife Satisfaction, was designed to measure the importance of and satisfaction with 6 components of job satisfaction. RESULTS: Pay and autonomy were the most important components; the order of the 4 remaining components changed from first to second surveys. Professional status, autonomy, and interaction were the most satisfying components; PHN satisfaction with professional status and interaction improved significantly over 30 months. A majority of subjects reported that direct client care/client response/making a difference were worklife aspects providing them with most satisfaction. CONCLUSIONS: A valid, reliable questionnaire suitable for ongoing measurement was tested with PHNs, and baseline levels of their job satisfaction were established.

Attitude of Health Personnel↗

PubMed2001

Contribution of job satisfaction to happiness of Asian Americans.

Many demographic and labor force characteristics, such as family income, educational attainment, and occupation, correlated with job satisfaction. Since Asian Americans are more like Euro-Americans than African Americans in most of these characteristics, it seems reasonable to predict that their job satisfaction would be high as for Euro-Americans rather than low as for African Americans. Yet research of Weaver and Hinson showed that the opposite is true. One explanation for this unexpected result is that Asians do not think of jobs as a source of happiness but simply as a means of earning money to underwrite other aspects of their lives, such as the well-being of their families, which are the main sources of their happiness. The hypothesis was tested that job satisfaction does not contribute to the happiness of Asian Americans in comparison to satisfaction from other domains of their lives. Analysis was conducted of the attitudes of Asian-American (n = 160), African-American (n = 602), and Euro-American (n = 6,477) workers who responded to 22 surveys drawn from 1972 to 1998, each of which was representative of the labor force of the USA. The hypothesis was supported by the finding that the partial correlation of job satisfaction and global happiness with satisfaction in seven other domains of life (marriage, financial condition, community, nonwork activities, family, health and physical condition, and friendships) held constant was significant for Euro-American women and men but not for Asian Americans or African Americans of either sex. And, the same result occurred when global happiness was regressed on job satisfaction net the effects of satisfaction in other seven domains.

Adult↗

PubMed1998

Job satisfaction and autonomy of Hong Kong registered nurses.

This research examines job satisfaction and need for autonomy of 190 registered nurses in Hong Kong using a cross-sectional survey design. The level of job satisfaction towards six job components (autonomy, professional status, pay, interaction, task requirements and organizational policies) was measured using the Index of Work Satisfaction. Results showed that the sample was dissatisfied more than satisfied, they valued the job components of autonomy, professional status and pay more than interaction, task requirements and organizational policies. In addition, comparisons were made between nurses working in different hospitals and also different nursing units within a hospital. The level of need for autonomy was assessed using the autonomy subscale of the Edwards Personal Preference Schedule. Results showed that the level of need for autonomy of this group of nurses was below the mid-score of the sub-scale and there was no significant relationship between their satisfaction with job autonomy and their individual need for autonomy.

Cross-Sectional Studies↗

PubMed1979

Organizational equity perceptions, employee job satisfaction, and departmental absence and turnover rates.

Employee job satisfaction and perceptions of equitable treatment have been the topics of a great amount of behavioral research. Several theorists have suggested that one or the other may be related to organizational behaviors of employees such as absence and/or turnover. This longitudinal study examines the association of the two constructs, and, in a field setting, compares them as separate variables relating to absence and turnover. Employee perceptions of equitable treatment were found to be stronger predictors of absence and turnover than were job satisfaction variables.

Absenteeism↗