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PubMed2000

Rural Minnesota family physicians. Practice characteristics, gender, income, and job satisfaction.

This study investigated rural physicians' job satisfaction, income, and working conditions through a survey of a random sample of rural family physicians in Minnesota. Of the 300 surveys sent, 210 (70%) were returned and usable. Male physicians reported more years of experience, work hours, and call hours per week than female physicians (p < 0.0005). On a scale of 1 to 5, average overall job satisfaction among the physicians was 4.04, with men averaging 4.0 and women, 4.3. Overall job satisfaction was positively correlated with the presence of a hospital in town (p < 0.05) and negatively correlated with the number of work hours, including hours on call, per week (p < 0.05). Overall job satisfaction was lowest for those in practice 20-34 years. Average reported annual income was $127,213 (men, $131,400; women, $97,800; p < 0.0001). In a comparison of physicians working the same number of hours including call, men earned more than women. Rural Minnesota family physicians reported high job satisfaction. Income was positively correlated with size of practice, years of experience, and number of hours worked. In addition, men earned more than women, and physicians whose pay was based on production earned more than physicians on straight salary.

Adult↗
PubMed2003

Relation between Machiavellianism and job satisfaction in a sample of Turkish physicians.

Job satisfaction is affected by many factors. A consistent negative correlation between Machiavellianism and Job satisfaction was shown by many previous studies. To estimate this association in a sample of Turkish people, 361 physicians were selected among the total number of 5,959 working in Ankara City Center. A self-administered questionnaire including the Mach IV scale and Job Satisfaction scale developed by Kasapoğlu was applied to the subjects. Student t test and Pearson correlation were used for analysis. The correlation of -.25 between Job Satisfaction and Machiavellianism scores was significant and consistent with the mean scores on Job Satisfaction between the Machiavellian and Nonmachiavellian groups. Although the present association is small, the inverse value is consistent for Mach IV scale scores with job satisfaction in the literature.

Adult↗
PubMed1996

Job satisfaction: a possibility?

Registered nurse job satisfaction is one of the most written about topics in the nursing literature. Is it possible to achieve in an organizational setting? Can the administrative structures control this phenomenon? This article suggests that job satisfaction is strongly influenced by individual perceptions of certain key variables. In addition, job satisfaction is presented as a responsibility of each individual nurse.

Attitude of Health Personnel↗
PubMed1980

Job satisfaction of hospital pharmacy technicians in North Carolina.

Factors related to job satisfaction among pharmacy technicians in North Carolina hospitals were studied. To gather data on job satisfaction, job function, and work attitudes, a questionnaire was designed and sent to pharmacy directors and technicians at 83 North Carolina hospitals. The 389 responses represented response rates of 70.3% for technicians and 91.6% for directors. Pharmacy technicians had significantly lower job satisfaction scores (p = 0.05) for work pay, promotion, and coworkers than those reported elsewhere for other workers. There was no difference between technicians and other workers in satisfaction with supervisors. Pharmacy technicians were most satisfied with their supervisors and coworkers, least satisfied with their pay and promotion outlook, and neutral about their work. Higher satisfaction scores were found for technicians who (1) worked in smaller hospitals, (2) performed a wider variety of tasks, or (3) were over 35 years old. Directors judged technician attitudes toward their work to be slightly higher than the technicians did. The study indicates that, in addition to monetary reward, careful consideration of nonmonetary rewards and job functions could contribute to greater technician job satisfaction.

Administrative Personnel↗
PubMed1982

Job satisfaction among medical technologists: an analysis of selected job-related variables.

A survey was conducted of the graduates of a medical technology program to assess their feelings about their jobs. Specifically, the study attempted to determine the relationship between a "sense of accomplishment" and "career commitment." The relationship between job satisfaction and sense of accomplishment was also studied. Analysis using chi-square revealed a relationship between the respondent's sense of accomplishment and career commitment. Responses on accomplishment were then compared in terms of the graduates' ratings of selected job characteristics. These findings are compatible with those of other studies on job satisfaction of medical technologists. That is, medical technologists are a group whose motivational factors tend to be intrinisic to the job. These factors can be identified as achievement, recognition for achievement, the work itself, responsibility, and growth or advancement. The findings have implications for determining components related to job satisfaction in administrative practices.

Female↗
PubMed1998

Organizational and individual factors influencing job satisfaction and burnout of mental health workers.

Job satisfaction and burnout are important areas of study because of the financial and social effects of job satisfaction and the damaging physical/psychological impacts of burnout. Two hundred family/children and psychiatric workers of seven social service organizations were surveyed. Instruments used were the Minnesota Satisfaction Questionnaire, the Maslach Burnout Inventory, and the Staff Burnout Scale for Health Professionals. Reported levels of job satisfaction and burnout are within normal limits. Psychiatric and family/children workers report equal job satisfaction levels, but the latter group reports significantly higher burnout levels. Both groups are particularly satisfied with the amount of praise delivered by supervisors and are reportedly dissatisfied with salary levels and promotional opportunities. These three factors are strongly associated with job satisfaction and burnout levels of both groups. Findings have practical implications for social service administrators and practitioners. Correlates of satisfaction and burnout can be altered in order to maintain employee satisfaction and reduce burnout, absenteeism and turnover.

Attitude of Health Personnel↗
PubMed2002

Salaried contracts in UK general practice: a study of job satisfaction and stress.

OBJECTIVES: To compare job satisfaction and stress levels of general practitioners (GPs) employed on salaried contracts with GPs on a 'standard' performance-related contract paid by fee-for-service and capitation. METHODS: Job satisfaction and stress levels were assessed using data from two postal surveys of GPs: a national survey of 'standard' contract GPs carried out in 1998; and a survey of salaried GPs and their non-salaried GP employers in 1999. Differences in satisfaction and stress scores were assessed by t-tests; regression analysis was used to control for confounding factors and possible selection bias. RESULTS: We achieved a response rate of 77% in the 1999 survey of salaried and non-salaried GPs; 48% of 'standard' contract GPs responded in the 1998 survey. We found that salaried GPs were as satisfied overall as both non-salaried GP employers and GPs on the 'standard' contract, even after controlling for confounding factors and selection bias. Salaried GPs were more satisfied with their remuneration, working hours and the recognition they got for their work. They experienced more stress with two factors but less stress with 19 factors compared with the 'standard' contract GPs. CONCLUSIONS: Overall job satisfaction levels among salaried doctors were similar to those of doctors on contracts paid by mixed fee-for-service and capitation. Future studies of job satisfaction levels under different doctor payment systems need to take account of the extent to which doctors have preferences for different types of contract if they are to derive unbiased results.

Adult↗
PubMed1999

Achievement and social relations values as conditions of the importance of work aspects and job satisfaction.

One hundred and sixty-nine bank employees were investigated with the Orientation to Work Values Inventory by Seifert and Bergmann (values; Seifert & Bergmann, 1983), and the Work Description Inventory by Neuberger and Allerbeck (importance and satisfaction with work aspects, overall job satisfaction; Neuberger & Allerbeck, 1978). The data show complex connections between values and the perceived importance of work aspects and job satisfaction. The results indicate that (a) the importance of achievement and social relations values influences the importance of aspects of work, (b) overall job satisfaction depends on social relations value and satisfaction with some aspects depends on this value or on interactions of both of the values, (c) predicting overall job satisfaction from satisfaction with aspects of work is modified by the interaction of the values. However, the hypothesis that overall job satisfaction can be predicted from satisfaction with most important aspects of work is not confirmed by the data.

Adult↗
PubMed2003

Predicting registered nurse job satisfaction and intent to leave.

BACKGROUND: Nurse job dissatisfaction has been the primary predictor of intent to leave; however, although many predictors of job satisfaction have been identified, little is known about the influence of variable nurse attitudes, such as psychological empowerment and hardiness, on job satisfaction. OBJECTIVE: The purpose of this study was to investigate the relative influence of nurse attitudes, context of care, and structure of care on job satisfaction and intent to leave. METHODS: A nonexperimental, predictive design evaluated these relationships in a nonrandom sample of 90 registered staff nurses using instruments with known psychometric properties. RESULTS: The major predictor of intent to leave was job dissatisfaction, and the major predictor of job satisfaction was psychological empowerment. Predictors of psychological empowerment were hardiness, transformational leadership style, nurse/physician collaboration, and group cohesion. CONCLUSIONS: Results supported the influence of nurse attitude on job satisfaction relative to other contributing factors.

Adult↗
PubMed2000

Hospital nurses' job satisfaction, individual and organizational characteristics.

Hospital nurses' job satisfaction, individual and organizational characteristics Using the Ward Organizational Features Scales (WOFS), relationships between aspects of the organization of acute hospital wards, nurses' personal characteristics and nurses' job satisfaction are examined among a nationally representative sample of 834 nurses in England. The analysis contributes to a growing body of evidence demonstrating the importance of interpersonal relationships to nurses' job satisfaction. In particular, the positive contribution of the cohesiveness of ward nursing staff is highlighted, but the potential for many current NHS staffing strategies and work environments to undermine the development of cohesive working relationships is also noted. Other influential factors are nurses' relationships with medical staff, perceptions of their workload and their evaluation of the appropriateness of the system of nursing being practised. The importance of measuring nurses' subjective assessments of their work environment is emphasized. A weak association was found between grade and job satisfaction. Individual nurse characteristics were found not to be associated with job satisfaction.

Adult↗
PubMed2005

Development and validation of the Chinese Version of Indiana Job Satisfaction Scale (CV-IJSS) for people with mental illness.

Job satisfaction has been increasingly regarded as an important outcome of vocational rehabilitation programs among people with mental illness. Chinese measures of job satisfaction for individuals with mental illness are however extremely scarce. The aim of this study was to translate the 32-item Indiana Job Satisfaction Scale to Chinese. By means of the expert panel method, the culturally relevant 28-item Chinese Version of Indiana Job Satisfaction Scale (CV-IJSS) was then finalized. A validation study among a group of 125 individuals with mental illness showed that the scale had acceptable psychometric properties. Coefficient alpha of the total score was 0.81 with subscales ranging from 0.63 to 0.87. Test re-test reliability as measured by ICC was 0.77 for the total score and ranged from 0.54 to 0.72 for the subscales. Factorial analysis yielded a four factor solution (general satisfaction, job ambiguity and stress, advancement and security, and job recognition) accounting for 44% of the total variance. The factor solution had similarities as well as differences when compared with the Indiana Job Satisfaction Scale. The differences are discussed in the light of cultural differences. Relationship between scores of CV-IJSS and work performance, quality of life and self-esteem was positive in general which may act as evidence to its concurrent validity. The Chinese Version of Indiana Job Satisfaction Scale is ready for use by rehabilitation professionals to assess vocational rehabilitation outcome for individuals with mental illness in Hong Kong and other Chinese societies. Directions for further studies are suggested.

Adult↗
PubMed1998

The contribution of job satisfaction to the transition from acute to chronic low back pain.

OBJECTIVE: To determine the extent to which job satisfaction predicts pain, psychological distress, and disability 6 months after an initial episode of low back pain (LBP). DESIGN: A longitudinal design was used to follow an inception cohort experiencing first-episode low back pain with assessment at 2 and 6 months after pain onset. SETTING: Urban medical center outpatient orthopedic clinic. PATIENTS: The consecutive sample was comprised of 82 men with initial-onset acute LBP (T6 or below, daily pain for 6 to 10 weeks). INTERVENTION: Usual orthopedic care. MAIN OUTCOME MEASURES: The primary study outcomes were pain (Descriptor Differential Scale, Visual Analog Scales); disability (Sickness Impact Profile, Quality of Well-Being); and psychological distress (Beck Depression Inventory, Hamilton Rating Scale for Depression, Automatic Thoughts Questionnaire); predictor variables were orthopedic impairment (Waddell Physical Impairment Index) and job satisfaction (Job Descriptive Index, Work APGAR). RESULTS: Measures of job satisfaction, pain, disability, and psychological distress at baseline and 6 months after pain onset were separately reduced into factors using principle components factor analysis. In hierarchical multiple regression analyses, baseline job satisfaction significantly predicted variance in outcome scores at 6 months after pain onset, beyond the variance explained by control factors (demographics; baseline pain, mood, and disability; orthopedic impairment). Zero-order correlations between job satisfaction and orthopedic impairment were small and nonsignificant, suggesting that these two variables act independently in predicting outcome. Although type of work performed (desk work or work requiring light, moderate, or heavy lifting) and social position were correlated with job satisfaction at baseline, neither contributed to the prediction of outcome at 6 months. CONCLUSIONS: Satisfaction with one's job may protect against development of chronic pain and disability after acute onset back pain and, alternatively, dissatisfaction may heighten risk of chronicity. Vocational factors should be considered in the rehabilitation of acute back injury.

Acute Disease↗
PubMed1991

Job involvement and job satisfaction of South African nurses compared with other professions.

The study was designed primarily to compare the work outcomes of job satisfaction and job involvement of South African nurses with those of members of 13 other professional groups in South Africa and with American nurses where data was available. Secondary aims included identifying areas where job satisfaction was particularly low and demonstrating the relative independence of the job involvement and job satisfaction constructs. A questionnaire incorporating the Kanungo Job Involvement Scale and the Short Form of the Minnesota Job Satisfaction Questionnaire was mailed to random samples of people between the ages of 29 and 41 drawn from 14 professional registers. There were 114 nurses in the final sample and 1677 members of other professions. Differences among professions were tested for significance using one-way analyses of variance and Bonferroni ranges tests. South African Nurses were shown to have extremely low job satisfaction relative to American nurses and to other professional groups in South-Africa. By contrast their job involvement was moderately high. The implications of these findings for the medical profession as a whole and for nurses in particular are discussed. The fear is expressed that wide spread dissatisfaction may lead to fewer people entering the profession and highly trained people leaving.

Adult↗
PubMed1998

Mammographic technologist job satisfaction: what radiologists need to know--results of a large national survey.

PURPOSE: To determine mammographic technologists' overall level of job satisfaction, the variables that correlate with job satisfaction, and whether job satisfaction has changed since 1987. MATERIALS AND METHODS: A 29-item, scannable survey was mailed randomly to 5,000 mammographic technologists. Survey items were related to work setting, job description, rate of pay and other benefits, experience, education, age, and overall job satisfaction. The results were compared with those of a 1987 survey of general radiologic technologists. RESULTS: A total of 1,503 technologists responded to the survey. On a five-point scale, in which 5 represents very satisfied, the mean rating of job satisfaction +/- the standard deviation was 3.4 +/- 0.9; 83.1% of technologists rated overall satisfaction as 3 or higher compared with 86% of general technologists who reported being satisfied with their jobs in 1987. Regression analysis revealed that enjoyment from working with fellow mammographic technologists and enjoyment from working with radiologists (combined adjusted R2, 26.5%) correlated significantly with increased job satisfaction. CONCLUSION: Mammographic technologist job satisfaction is high and similar to that of general radiologic technologists, as reported in 1987. Survey results indicate that the most important variable related to mammographic technologist job satisfaction is the technologist-radiologist relationship; a negative relationship results in lower job satisfaction, which can affect job performance and patient care.

Adult↗
PubMed1988

Perceived autonomy and job satisfaction in occupational therapists.

Perceived autonomy, overall job satisfaction, and specific work incentives and disincentives were surveyed in 249 occupational therapists. Respondents rated autonomy and job satisfaction moderately high. They perceived achievement, interpersonal relationships with co-workers, and the nature of the work itself as incentives. The lack of organizational support for training, opportunity for advancement, and working conditions were seen as job disincentives. Results also showed that perceived autonomy was positively related to overall job satisfaction and to each job satisfaction factor.

Adult↗
PubMed1992

Effects of exposure to aggressive behavior on job satisfaction of health care staff.

This study examined the effects of exposure to the aggressive and disruptive behavior of institutionalized elderly patients on health care staff's job satisfaction. Aggressive behavior was defined as physical, verbal, or general disruptive behavior. Health care staff from a geriatric long-term care hospital were interviewed about their exposure to these types of aggressive behavior and the effect of this exposure on job satisfaction. Job satisfaction was significantly correlated with overall exposure to aggressive behavior. Although physical aggression was reported more frequently, exposure to verbal aggression correlated higher with job satisfaction. Exposure to aggressive behavior was the best predictor of job satisfaction, followed by level of education. These findings indicate that job satisfaction is negatively affected by exposure to aggressive behavior but positively affected by educational level. The role of educational programs in moderating the impact of exposure to aggressive behavior on job satisfaction is discussed.

Aged↗
PubMed1980

A comparison of female and male pharmacists' employment benefits, salary, and job satisfaction.

This study compared women pharmacists' job characteristics, salary, benefits, and job satisfaction to those of their male colleagues. A mail questionnaire was sent to 1700 North Carolina employee pharmacists in August 1978. Approximately 478 pharmacists responded, yielding a 28% return rate. Job satisfaction was measured with the job descriptive index (JDI). Approximately 29% of women versus 5% of men worked part-time. To avoid biasing the results, further analysis excluded all part-time pharmacists. Women earned less than their male counterparts primarily because fewer women held management positions. Hypothesizing that the discrepancy was due to the recent entry of women into the profession, the data were analyzed holding age, years in practice, and time in present job constant. The significant difference in employment status by sex remained. No differences were found in job satisfaction by sex that were not attributable to age. Possible reasons for these results are hypothesized.

Attitude of Health Personnel↗