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PubMed2002

Job satisfaction and job success as moderators of the self-esteem of people with mental illnesses.

This study investigated job satisfaction and job success as moderators of the self-esteem of people with mental illnesses. Prior studies and models had produced contradictory findings so that the appropriateness of self-esteem as an outcome variable for psychiatric rehabilitation employment services was in doubt. Job satisfaction and success measures for 65 employed and 170 unemployed individuals with mental illnesses along with their work status and work status duration measures were combined in a single multiple regression analysis with self-esteem as the criterion. The job satisfaction and success measures were found to be significant and moderate level moderators of self-esteem for the combined sample and separately for the employed and unemployed samples. It appears that self-esteem varies with satisfaction and success with the work status and not with work status alone. These findings suggested that self-esteem was an appropriate and modifiable outcome measure for psychiatric rehabilitation services. Some practical, theoretical, and policy implications of these results were also discussed.

Adult↗
PubMed1989

Mental health, job satisfaction, and job stress among general practitioners.

OBJECTIVE: To identify sources of job stress associated with high levels of job dissatisfaction and negative mental wellbeing among general practitioners in England. DESIGN: Multivariate analysis of large database of general practitioners compiled from results of confidential questionnaire survey. Data obtained on independent variables of job stress, demographic factors, and personality. Dependent variables were mental health, job satisfaction, alcohol consumption, and smoking. SETTING: National sample of general practitioners studied by university department of organisational psychology. SUBJECTS: One thousand eight hundred seventeen general practitioners selected at random by 20 family practitioner committees in England. INTERVENTIONS: None. END POINT: Determination of the combination of independent variables that were predictive of mental health and job satisfaction. MEASUREMENTS AND MAIN RESULTS: Women general practitioners both had job satisfaction and showed positive signs of mental wellbeing in contrast with other normative groups. Conversely, male doctors showed significantly higher anxiety scores than the norms, had less job satisfaction, and drank more alcohol than their women counterparts. Multivariate analysis disclosed four job stressors that were predictive of high levels of job dissatisfaction and lack of mental wellbeing; these were demands of the job and patients' expectations, interference with family life, constant interruptions at work and home, and practice administration. CONCLUSIONS: There may be substantial benefit in providing a counselling service for general practitioners and other health care workers who suffer psychological pressure from their work.

Adult↗
PubMed1996

Nurse-physician interaction and job satisfaction.

Job satisfaction of the nursing staff at a 1,000-bed neuropsychiatric veterans administration (VA) facility was assessed, with results similar to those of other studies. The greatest source of stress was nurse/supervisor and nurse/physician interpersonal conflict. This article reports on a further study of this factor.

Attitude of Health Personnel↗
PubMed2002

An analysis of the relationship between job satisfaction and job stress in correctional nurses.

Stamps and Piedmonte's Index of Work Satisfaction and Harris's Nurse Stress Index were completed by 287 registered nurses employed in state prison health care facilities in order to assess job satisfaction and job stress among correctional nurses. Correctional nurses' expectations about job satisfaction were influenced by pay and autonomy. This finding was consistent with studies of hospital nurses. Important sources of job satisfaction were professional status and interaction with employees. Analysis of differences between expectations and sources of job satisfaction may provide understanding of career benefits and sources of dissatisfaction. Time pressures and organizational support and involvement were sources of stress. Multivariate analyses showed an inverse relationship between stress and job satisfaction. Information about job satisfaction and work stress and their correlates may be used to develop strategies to improve the recruitment and retention of correctional nurses.

Adult↗
PubMedDate not supplied

Nurses' job satisfaction, stress, and recognition in a pediatric setting setting.

PURPOSE: The purpose of this study was to identify a set of factors that describes nursing satisfaction in the pediatric setting. METHODS: An exploratory descriptive design was used. Surveys were distributed to all nurses employed at a children's hospital in the Southeast. The survey included: nursing satisfaction, organizational work satisfaction, job stress, and nurse recognition scales. Two hundred and forty-nine out of 534 pediatric nurses (46%) responded. Data were analyzed using factor analysis and correlation. FINDINGS: The results of this survey demonstrated that several factors predict pediatric nurses' job satisfaction and organizational work satisfaction. These factors include: pay, time to do the nursing care, confidence in one's ability, and task requirements. A relationship among nurses' job satisfaction, organizational work satisfaction, job stress, and recognition in the pediatric setting was also found. Nurses with more years of experience and longevity on the unit and at the hospital had more confidence, showed less concern about time demands, and were less concerned about pay and task requirements than younger nurses. Job stress correlated significantly and inversely with age, years as a nurse, and years in the organization. Older nurses were more satisfied with recognition they received than their younger counterparts. CONCLUSIONS: The findings of this study support the need to focus on programs to increase the confidence of novice nurses, improve institutional nursing recognition for all levels, enhance communication at all levels of the organization, and maintain competitive compensation.

Adult↗
PubMed2006

Training and motivational factors as predictors of job satisfaction and anticipated job retention among implementers of a school-based prevention program.

Despite increasing dissemination of prevention programs, little is known about program implementers, including factors that promote satisfying job roles. Using Self-Determination Theory as a conceptual framework, we surveyed 128 implementers of the widely disseminated Primary Mental Health Project. Implementers reported 7.1 years average experience on the job (range 1-25 years), and 55% had two or more years of college. In a multivariate regression model, predictors of higher job satisfaction were: lower education level; positive perceptions of supervision and continuing education opportunities; and satisfaction at work of needs for autonomy and competence. For implementers with </=3 years experience, satisfaction of competence needs predicted job satisfaction; for implementers with >3 years experience, satisfaction of needs for autonomy and for relatedness predicted job satisfaction. Contrary to expectations, job satisfaction was unrelated to anticipated job retention.

Adult↗
PubMed1991

Positional influences on job satisfaction and job performance: a multivariate, predictive approach.

This study examined relationships between job attitudes, work environment perceptions, and supervisors' ratings of job performance among health care employees occupying both medical care and administrative positions in ambulatory clinic settings. Between-group differences were noted on the perceived relationship with the supervisor, level of job/role conflict, and working conditions. Results are discussed in terms of functional and dysfunctional aspects of control systems and path-goal theory of leadership.

Adult↗
PubMed1986

The impact of expectations on faculty job satisfaction.

Although job satisfaction of nurses within the clinical area has been heavily studied, the satisfaction of nurse faculty members has seldom been examined. This study looks at the relationship of the role of the department chairperson to the satisfaction of faculty. The sample was composed of 163 faculty in eight state supported baccalaureate/masters programs. Age, length of service, size of the department, and the size of the program served as control variables. Two self-designed instruments (CPQ-E and CPQ-P) based on Need Fulfillment Theory created an Expectation Discrepancy Score for each faculty member. Job satisfaction was measured by the JDI. The relationship between the Expectation Discrepancy Score and job satisfaction was found to be significant (Fg = 15.786, p less than 05). Several recommendations were suggested.

Adult↗
PubMed2000

Psychological well-being and job satisfaction as predictors of job performance.

The happy-productive worker hypothesis has most often been examined in organizational research by correlating job satisfaction to performance. Recent research has expanded this to include measures of psychological well-being. However, to date, no field research has provided a comparative test of the relative contribution of job satisfaction and psychological well-being as predictors of employee performance. The authors report 2 field studies that, taken together, provide an opportunity to simultaneously examine the relative contribution of psychological well-being and job satisfaction to job performance. In Study 1, psychological well-being, but not job satisfaction, was predictive of job performance for 47 human services workers. These findings were replicated in Study 2 for 37 juvenile probation officers. These findings are discussed in terms of research on the happy-productive worker hypothesis.

Adaptation, Psychological↗
PubMed2000

Job satisfaction, psychological morbidity and job stress among New Zealand general practitioners.

AIM: To assess levels of psychological distress and job satisfaction among New Zealand general practitioners. METHODS: A random sample of general practitioners (GPs) in the central region of the North Island were surveyed using a postal questionnaire. Job satisfaction and psychological distress (twelve-item General Health Questionnaire, GHQ-12) were assessed and compared with personal, practice and workload characteristics. Qualitative statements about work conditions sources of stress and ill health were also collected. RESULTS: The response rate was 391/480 (81.5%). Job satisfaction scores were generally high. Rural GPs were less satisfied than urban practitioners and solo practitioners less satisfied than those in group practice. Work was perceived as affecting the physical health of 177 GPs (46%) and 220 (57%) often contemplated leaving general practice. 121 GPs (31.4%) scored >3 on the GHQ-12 showing high levels of psychological symptoms and 39 (9.9%) scored greater than eight, indicating significant psychological distress. Major causes of stress and lack of job satisfaction were: excessive paperwork, health reforms and bureaucratic interference, excessive hours and on-call work. CONCLUSIONS: Overall, GPs were satisfied with their jobs. Levels of psychological symptoms were of concern, particularly in the 10% showing very high levels of psychological distress, and in rural and solo practitioners.

Adult↗
PubMed1988

Organizational type and hospital size: do they impact staff job satisfaction?

Employee job satisfaction is an aspect of the working environment that is often overlooked. The literature suggests that people who are satisfied with their work may have a variety of positive influences upon an organization. The purpose of the study described in this article was to examine the relationship between organizational type (hospital, outpatient clinics and physicians' offices), hospital size and staff technologists' job satisfaction. A random sample of technologists from four southeastern states was used. The study results indicate that staff technologists in hospitals were significantly less satisfied with their jobs than those working in outpatient clinics and physicians' offices. There were no significant differences in the satisfaction of technologists working at hospitals of different sizes.

Alabama↗
PubMed1985

Measurement of human service staff satisfaction: development of the Job Satisfaction Survey.

The development of the Job Satisfaction Survey (JSS), a nine-subscale measure of employee job satisfaction applicable specifically to human service, public, and nonprofit sector organizations, is described. The item selection, item analysis, and determination of the final 36-item scale are also described, and data on reliability and validity and the instrument's norms are summarized. Included are a multitrait-multimethod analysis of the JSS and the Job Descriptive Index (JDI), factor analysis of the JSS, and scale intercorrelations. Correlation of JSS scores with criteria of employee perceptions and behaviors for multiple samples were consistent with findings involving other satisfaction scales and with findings from the private sector. The strongest correlations were with perceptions of the job and supervisor, intention of quitting, and organizational commitment. More modest correlations were found with salary, age, level, absenteeism, and turnover.

Community Mental Health Services↗
PubMed1994

Job satisfaction, mental health and job stress among general practitioners before and after the new contract--a comparative study.

In order to compare measures of job satisfaction, mental health and job stress among general practitioners (GPs), the results of a 1993 survey were compared with that obtained in the previous study in 1987. Eight-hundred and fifty GPs were selected at random by seven Family Health Service Authorities in England, 380 of whom returned questionnaires suitable for statistical analysis. There were significant differences between the 1987 and 1993 surveys. GPs experienced less job satisfaction, poorer mental health and more stress in 1993 than in 1987. These changes may have occurred as a result of the introduction of the new contract.

Adult↗