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PubMed1987

An equity model of staff pharmacists' job satisfaction.

Secondary analysis of data obtained during the 1982 Socioeconomic Survey of California pharmacists examined staff pharmacists' satisfaction with their job and with their employers' compensation practices. A systematic sample of licensed pharmacists residing in California was surveyed. Usable data from 208 staff pharmacists was analyzed. School of pharmacy, gender, practice setting and academic degree did not have a statistically significant effect upon pharmacists' overall job satisfaction when examined individually. When examined all together, only academic degree made a statistically significant difference in the level of job satisfaction. Pharmacists making less than the 25th wage percentile were less satisfied with their employers' compensation practices. For the entire sample of pharmacists, the factors having the greatest impact on general job satisfaction were: (1) satisfaction with compensation practices; (2) percent of time spent in patient care functions; and, (3) percent of time spent in purchasing and receiving. Academic degree did not contribute significantly to the prediction of job satisfaction.

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PubMed1999

Job satisfaction and importance of work aspects related to predominant values and reactivity.

The aim of the study is to answer whether 2 predominant values--achievement or social relations--and reactivity influence (a) the importance of work aspects, (b) satisfaction with them and overall job satisfaction, (c) connections between overall job satisfaction and satisfaction with work aspects. Bank employees were investigated with the Strelau Temperament Inventory-Revised by Strelau, Angleitner, Bantelman, and Ruch (1990, reactivity), Orientation to Work Values Inventory by Seifert and Bergmann (1983, values), and Work Description Inventory by Neuberger and Allerbeck (1978; importance and satisfaction with work aspects, overall job satisfaction). Predominant values, reactivity, and their interaction influence the importance of work aspects. The values affect overall job satisfaction and satisfaction with Conditions. Reactivity does not affect overall job satisfaction, but it strongly influences the structure of satisfaction with work aspects, and low-reactives compared to high-reactives are more satisfied with 4 out of the 7 considered aspects. Among the high-reactives, connections between overall job satisfaction and satisfaction with work aspects depend on their predominant values. It was concluded that reactivity can modify regulative functions of personal values towards overall job satisfaction: The values have a rather declarative character for low-reactives, but meeting aspirations connected with their values is very important for high-reactives' job satisfaction.

Adult↗

PubMedDate not supplied

Job stressors and job satisfaction in a major metropolitan public EMS service.

INTRODUCTION: Behavioral and social science research suggests that job satisfaction and job performance are positively correlated. It is important that EMS managers identify predictors of job satisfaction in order to maximize job performance among prehospital personnel. PURPOSE: Identify job stressors that predict the level of job satisfaction among prehospital personnel. METHODS: The study was conducted within a large, urban Emergency Medical Services (EMS) service performing approximately 60,000 Advanced Life Support (ALS) responses annually. Using focus groups and informal interviews, potential predictors of global job satisfaction were identified. These factors included: interactions with hospital nurses and physicians; on-line communications; dispatching; training provided by the ambulance service; relationship with supervisors and; standing orders as presently employed by the ambulance service. These factors were incorporated into a 21 item questionnaire including one item measuring global job satisfaction, 14 items measuring potential predictors of satisfaction, and seven questions exploring demographic information such as age, gender, race, years of experience, and years with the company. The survey was administered to all paramedics and Emergency Medical Technicians (EMTs) Results of the survey were analyzed using univariate and multivariate techniques to identify predictors of global job satisfaction. RESULTS: Ninety paramedics and EMT participated in the study, a response rate of 57.3%. Job satisfaction was cited as extremely satisfying by 11%, very satisfying by 29%, satisfying by 45%, and not satisfying by 15% of respondents. On univariate analysis, only the quality of training, quality of physician interaction, and career choice were associated with global job satisfaction. On multivariate analysis, only career choice (p = 0.005) and quality of physician interaction (p = 0.05) were predictive of global job satisfaction. CONCLUSIONS: Quality of career choice and interactions with physicians are predictive of global job satisfaction within this urban emergency medical service (EMS). Future studies should examine specific characteristics of the physician-paramedic interface that influence job satisfaction and attempt to generalize these results to other settings.

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PubMed1996

Relationship between hospital pharmacists' job satisfaction and involvement in clinical activities.

Job satisfaction among hospital pharmacists employed by a national hospital pharmacy management company was measured by using a mail questionnaire. A previously validated survey that measured pharmacists' job satisfaction was adapted for use in this study. Additional questions determined the pharmacist's clinical pharmacy training and participation in clinical pharmacy services. Questionnaires were mailed to all full-time hospital pharmacists employed by the pharmacy management company. Of the 606 mailed, deliverable questionnaires, 354 usable responses were returned, for a response rate of 58.4%. The respondent hospital pharmacists' level of job satisfaction showed a positive association with clinical pharmacy involvement. Of the nine items in the questionnaire that measured the pharmacists' involvement in clinical pharmacy services, seven items showed a positive relationship between involvement in that clinical activity and job satisfaction. Mean job satisfaction increased as the percentage of time spent performing clinical pharmacy activities increased. Job satisfaction decreased as time spent performing distributive functions increased. The percentage of time hospital pharmacists were engaged in clinical activities was significantly associated with job satisfaction.

Adult↗

PubMed1998

[Job satisfaction of sales people: a covariance structure analysis of the motivational process].

The purpose of this study was to investigate the relationship among job satisfaction, job involvement, and work motivation. Two hundred thirty-nine sales people completed a questionnaire of job satisfaction (pay, interpersonal relationship, work environment, and job content), job involvement, and work motivation. The data were analyzed with covariance structure analysis, and the model, which was constructed beforehand, fitted well with relatively high GFI and AGFI. Results of the analysis showed that job satisfaction, in terms of pay and interpersonal relationship, influenced job content satisfaction, which in turn indirectly influenced work motivation, mediated through job involvement. In addition, the data indicated that satisfaction with customer relationship was strongly related to job content satisfaction in the sample of sales people.

Adult↗

PubMed2003

Reliability and validity of instruments measuring job satisfaction--a systematic review.

BACKGROUND: Although job satisfaction research has been carried out for decades, no recent overview of job satisfaction instruments and their quality is available. Aim The aim of this systematic review is to select job satisfaction instruments of adequate reliability and validity for use as evaluative tools in hospital environments. METHODS: Systematic literature searches were performed in the Medline and PsycInfo databases. First, the construct of job satisfaction was operationalized by generating work factors from both theoretical studies and meta-analyses or reviews of empirical studies on job satisfaction. Secondly, emphasis was placed on the internal consistency, construct validity and responsiveness of these instruments.Twenty-nine job satisfaction instruments were retrieved in total. RESULTS: Seven instruments met the defined reliability and validity criteria. Of the seven, the 'Measure of Job Satisfaction' had an adequate content validity. Only the 'Job in General Scale' provided data about 'responsiveness' to change. CONCLUSION: Few instruments have shown both high reliability and high validity, but little is known about their evaluative potential.

Humans↗

PubMed1997

Prediction of nurses' job satisfaction level.

Indications are that job satisfaction of nurses in South Africa is at a low level. The need to determine factors related to this situation prompted a study in which an attempt was made to determine whether self-concept (measured by Vrey's self-concept Scale) and career orientation scores (determined by means of the Career Orientation Inventory (COI) developed by Schein) could predict the level of job satisfaction of nurses (measured by means of the Minnesota Job Satisfaction Questionnaire (MSQ)). The instruments were applied to 86 professional nurses employed in an academic (teaching) hospital. The sample was divided into a high satisfaction group (N = 46) and a low satisfaction (N = 40) group. Hotelling's T2, MANOVA, Stepwise Multiple Regression and discriminant analyses were used to analyze the data. Results indicated that the two groups differed on several self-concept scales and on one career orientation scale. Eighteen per cent of the variance in job satisfaction could be explained by means of career orientation and self-concept scores. Sixty seven per cent of the respondents were placed in the correct group (in terms of their job satisfaction level) using self-concept and career orientation scores.

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PubMed2005

Burnout, psychological morbidity, job satisfaction, and stress: a survey of Canadian hospital based child protection professionals.

AIMS: (1) To measure the prevalence of burnout, psychological morbidity, job satisfaction, job stress, and consideration of alternate work among multidisciplinary hospital based child and youth protection (CYP) professionals; (2) to understand the relations between these variables; and (3) to understand the reasons for leaving among former programme members. METHODS: Mailed survey of current and former members of all Canadian academic hospital based CYP programmes. Surveys for current members contained validated measures of burnout, psychological morbidity, job satisfaction/stress, and questions about consideration of alternate work. Surveys for former members examined motivation(s) for leaving. RESULTS: One hundred and twenty six of 165 current members (76.4%) and 13/14 (92.9%) former members responded. Over one third (34.1%) of respondents exhibited burnout while psychological morbidity was present in 13.5%. Job satisfaction was high, with 68.8% finding their job "extremely" or "quite" satisfying, whereas 26.2% found their job "extremely" or "quite" stressful. Psychological morbidity, job satisfaction, and job stress were not associated with any of the demographic variables measured, but burnout was most prevalent among non-physician programme members. Almost two thirds of current members indicated that they had seriously considered a change in work situation. Former members indicated that burnout and high levels of job stress were most responsible for their decision to leave and that increasing the number of programme staff and, consequently, reducing the number of hours worked would have influenced their decision to stay. CONCLUSIONS: Current levels of burnout and the large proportion of individuals who have contemplated leaving the service suggest a potential crisis in Canadian hospital based CYP services.

Adult↗

PubMed2006

Impact of organizational structure on nurses' job satisfaction: a questionnaire survey.

BACKGROUND: Nurses' job satisfaction is an important issue because of its impact on the quality of the nursing job. Therefore, it receives a lot of attention in the international nursing literature but insight into the sources of nurses' job satisfaction is yet insufficient, in particular for sources related to organizational structure. OBJECTIVES: We contribute by investigating the relationship between the organizational structure variables, formalization, centralization and specialization, and nurses' job satisfaction. This allows us to learn whether structural changes can help to improve satisfaction, and therefore nurses' work quality. DESIGN: Data were collected by questionnaires in a random sample of 764 non-managing nurses in three Belgian general care hospitals. We measured satisfaction by Stamps and Piedmont's work satisfaction index. Structure was also measured by an existing scale. RESULTS: The results support the negative effect of centralization and the clearly positive effects of specialization and formalization on nurses' job satisfaction. These effects differ according to the different dimensions of satisfaction. Furthermore, pay is the most important dimension of nurses job satisfaction but the dimension least influenced by organizational structure. CONCLUSIONS: The importance of the dimension pay in nurses' job satisfaction, which is not a function of organizational structure, is limiting hospitals in improving nurses' job satisfaction. However, organizational structure is related to the other dimensions of satisfaction. Especially, the fact that specialization and formalization are, contrary to our hypotheses, only positively related to satisfaction is important from a practice perspective and for further research. Furthermore, our data indicates that there is a need to refine one of the dimensions of Stamps and Piedmont index.

Adult↗

PubMed2006

Job satisfaction among renal dietitians.

OBJECTIVE: Little is known about job satisfaction among renal dietitians. We sought to determine overall job satisfaction and specific domains of job satisfaction among renal dietitians. DESIGN: Cross-sectional study. SETTING: A total of 46 outpatient hemodialysis facilities in northeast Ohio. PARTICIPANTS: A group of 40 renal dietitians. INTERVENTION: Structured questionnaire. MAIN OUTCOME MEASURE: Overall job satisfaction; specific domains of job satisfaction, workload, and suggestions for improving job satisfaction. RESULTS: Of all responding dietitians, 78% expressed overall satisfaction with their job. Dietitians were least satisfied with opportunities for advancement (13%), supervisors' handling of employees (50%), the chance to be somebody in the community (53%), praise received for doing a good job (55%), and amount of work assigned (58%). Dietitians were most satisfied with the chance to do things for others (98%). A higher patient-to-renal dietitian ratio was associated with lower overall job satisfaction and a reduced likelihood that renal dietitians would recommend their career to others. The most common suggestions for improving job satisfaction consisted of reducing paperwork (named by 28% of dietitians), spending more time with patients (23%), and increasing time for creative projects (18%). CONCLUSIONS: Although renal dietitians generally expressed overall satisfaction with their jobs, almost all were dissatisfied with opportunities for advancement, and nearly half were dissatisfied with other specific aspects of their work. We urge local and national associations of renal dietitians to collaborate with dialysis facilities, chains, and regulatory agencies to improve job satisfaction. Further research is needed to determine the impact of job satisfaction of renal dietitians on patient outcomes.

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PubMed2004

A multi-factor analysis of job satisfaction among school nurses.

Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated the level of job satisfaction among a convenience sample of school nurses practicing in California. The Index of Work Satisfaction (IWS) was the instrument used. Although the sampled school nurses rated autonomy and interaction as the most important and satisfying factors contributing to job satisfaction, the overall findings indicated that school nurses are relatively dissatisfied with their jobs.

Adult↗

PubMed2004

Influence of working conditions on job satisfaction in anaesthetists.

BACKGROUND: We studied job satisfaction, physical health, emotional well-being and working conditions in 125 Austrian and Swiss anaesthetists. METHODS: Responses to self-reporting questionnaires were evaluated. Dependent variables included job satisfaction, emotional well-being and physical health. Independent variables included age, sex, marital status, position and working conditions as assessed by the Instrument for Stress-related Job Analysis. RESULTS: Control over work shows a strong effect on job satisfaction in anaesthetists, for example influence on handling tasks (P=0.001), time control (P=0.002) and participation (P=0.001), whereas task demands and task-related problems did not have any effect. Anaesthetists in leading positions and specialists reported lower job satisfaction (P=0.012) than did anaesthetists in non-leading positions. Job satisfaction was associated with better physical health (P=0.001) and better emotional well-being (P=0.005). CONCLUSIONS: Our results suggest that a high level of job satisfaction in anaesthetists correlates with interesting work demands and the opportunity to contribute skills and ideas. To improve job satisfaction, more attention should be paid to improving working conditions, including control over decision-making, and allowing anaesthetists to have more influence on their own work pace and work schedule.

Adult↗

PubMed1994

[Job satisfaction and stress among general physicians in the public health system].

OBJECTIVE: To determine: 1) the level of job satisfaction and job stress among general practitioners of National Health Service, and 2) the most common sources of stress of their job. DESIGN: Descriptive study based in a meal survey with bivariate and multivariate analysis of data. SETTING: Primary Care Centers of the Valencian Health Service. SUBJECTS: 216 general practitioners were questioned. Of these 127 answered on time (102 male; age 39.55 years; response rate of 58.80%). MEASUREMENTS AND MAIN RESULTS: The Font Roja-AP Questionnaire (to evaluate job satisfaction and stress) and the Tabarca Inventory (to determine sources of stress) were used. Social relationship at work, intrinsic job satisfaction, job distension and variety at work were in hierarchy order the principal reasons of job satisfaction. On the other hand, interruptions of family life, emergency calls, monotony and practice administration and the doctor-patient communication aspects were in hierarchy order the principal reasons of job stress. CONCLUSIONS: The general practitioners work yield job satisfaction. Moderate job stress has been observed among general practitioners. The most important sources of stress were interruptions of family life and other conditions which disturb intimacy.

Adult↗

PubMed1986

Level of pharmacy practice and job satisfaction of adult clinical and psychopharmacy pharmacists.

Two hundred fifty questionnaires were mailed to randomly selected members of the Psychopharmacy Special Interest Group (PS) and Adult Clinical Special Interest Group (ACS) of the American Society of Hospital Pharmacists. Questionnaires were designed to demographically characterize each group and compare levels of job satisfaction, job characteristics, sources of conflict, and levels of practice in pharmacy-based, clinical, educational, and administrative activities. Both groups were found to be slightly satisfied to satisfied with their jobs. PS members were significantly more satisfied than ACS members with the amount of visible impact their work had on their patients. Administrators and physicians were the greatest source of conflict for both groups. Individual job satisfaction items that correlated most strongly with overall job satisfaction were opportunity to do something meaningful, degree of job challenge, and opportunity to utilize skills. Careful attention to these aspects of practice by skilled administrators may enhance job satisfaction in the practice areas studied.

Employment↗

PubMed1982

Job satisfaction among hospital pharmacy personnel.

Job satisfaction of hospital pharmacists and of support personnel in two Arizona cities were compared. A survey composed of job-satisfaction measures that have been used in previous research was sent to all hospital pharmacy personnel (270 pharmacists and 208 support personnel) in Tucson and Phoenix, Arizona. Sixteen facet-free questions measured overall job satisfaction. Thirteen facet-specific indicators were measured. Differences were significant if p less than 0.05. Data from a national survey of hospital pharmacists and the general population were included for comparative purposes. Usable questionnaires were returned by 74.8% (202) and 62.5% (131) of the pharmacists and support personnel, respectively. Support personnel reported lower mean scores than pharmacists on all 13 facet-specific measures; 10 of these were significantly different. Pharmacists had a mean score of 3.0 (representing satisfied) on only two of the 13 facets, however. Age, sex, academic degree, position held, and tenure on present job had no effect on satisfaction for support personnel. For the pharmacists, consistent and significant differences were found in facet-specific measures relative to age, tenure, and position held. Clinical and research pharmacists reported the highest mean scores. Pharmacists in the 23-28 age group reported the lowest mean scores on all 13 facets. The most and least satisfied pharmacists were at their present job six years and 13-24 months, respectively. Pharmacists appeared to be more satisfied than support personnel on all facet-free measures, and about as satisfied as the general population in 1977. The authors concluded that since the successful role expansion of pharmacists will require a concurrent expansion for support personnel, efforts should be implemented to improve job satisfaction among support personnel.

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PubMedDate not supplied

Job satisfaction of CNMs. Luxury or necessity?

Employees with high job satisfaction demonstrate a low job turnover rate. Identifying specific factors related to CNM job satisfaction and restructuring job designs accordingly may reduce CNM job turnover. This approach may also aid in recruiting nurses into the profession and CNMs into open positions. General theories of job satisfaction and the results of research in industry and general nursing are discussed. The results of a preliminary study of CNM job satisfaction indicate that CNMs are mostly satisfied with their jobs. In addition, CNMs in different types of practice show differences in the rank order of job satisfaction factors. Recommendations are made for future research.

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PubMed2003

Factors that influence nurses' job satisfaction.

OBJECTIVE: To examine factors affecting the job satisfaction of registered nurses (RNs). BACKGROUND: A growing recognition of job dissatisfaction among RNs in South Carolina hospitals has contributed to current problems with recruitment and retention. If administrators identify factors influencing RNs' job satisfaction in hospitals and implement strategies to address these factors, RN turnover rates will decrease and recruiting and retention rates will increase. METHODS: A cross-sectional study of secondary data was designed to identify the individual, work, and geographic factors that impact nursing job satisfaction at the state level. A 27-question self-administered survey was sent to 17,500 RNs in South Carolina with postage-paid envelopes for their responses. Surveys from 3472 nurses were completed anonymously. Univariate statistics were used to describe the study sample. One-way and multivariable Analysis of Variance were used to determine which variables contributed the most to job satisfaction. RESULTS: For about two thirds of the RNs, job satisfaction remained the same or had lessened over the past 2 years. In addition, statistically significant differences were found between job satisfaction and years of service, job position, hospital retirement plan, and geographic area. CONCLUSIONS: The findings have implications for nurse managers and hospital administrators for planning and implementing effective health policies that will meet the unique needs of their staffs and organizations. Such research is particularly relevant in this difficult time of nursing shortages throughout the healthcare industry.

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PubMedDate not supplied

Job satisfaction of home health nurses.

Job satisfaction is a key to the retention of quality nurses. To promote staff retention and reduce costs, nursing administrators need current research on job satisfaction of home health nurses. In a study of job satisfaction of 66 home health nurses, research indicates that the most satisfying aspects of home care nursing include autonomy and independence, close nurse-client relationships, work hours, flexibility in scheduling hours, and satisfaction with peers and supervisors. When nursing administrators capitalize on these job satisfiers, staff turnover is reduced and costs are contained.

Adult↗