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PubMed2003

[Job satisfaction and burnout in general practitioners].

OBJECTIVE: To describe job satisfaction in general practitioners (GP) in the province of Barcelona, and to analyse its relationship with their job burnout, and social and professional characteristics. DESIGN: Transversal observational study.Setting. Province of Barcelona, Spain. PARTICIPANTS: 603 General Practitioners had participated in ninety three primary care centers. MEASUREMENT: Through a direct interview (individual or in group) a validated questionnaire was administered in three parts: general data (social, demographic and professional), job satisfaction (Font Roja-9 dimensions) and job burnout (Maslach Burnout Inventory-3 scales). RESULTS: The job satisfaction questionnaire (score ranging from 1-5) showed a global satisfaction level of 3.02 (95%CI, 2.98%-3.05%) and we obtained a 18% non response rate. There was a positive association between overall satisfaction and the following variables: less years working in primary health, working in centres providing instruction, and willingness to receive information from the survey. Low levels of satisfaction were associated to high scores in emotional exhaustion and depersonalisation scales, and low scores in personal accomplishment scale. CONCLUSIONS: Overall satisfaction has a medium score in the Font-Roja questionnaire. Age seems to lead to a significant tendency to decrease satisfaction as practitioners grow older. Job satisfaction and job burnout present a closely linked behaviour, inversely, as satisfaction increases when job burnout presents low scores.

Adult↗

PubMed2002

Police officer job satisfaction in relation to mood,well-being, and alcohol consumption.

The authors examined job satisfaction, job stress, and thoughts of quitting in relation to positive and negative affect, life satisfaction, self-esteem, and alcohol consumption among police officers. Exploratory and confirmatory factor analyses revealed that 2 dimensions, positive affect and negative affect, provided a clear family-tree organizational framework for representing the otherwise confusing pattern of associations between job and well-being variables. Job satisfaction was primarily associated with positive affect, life satisfaction, and self-esteem; job stress was primarily associated with negative affect and alcohol consumption; thoughts of quitting had moderate loadings on both factors. The 2-dimensional framework may prove useful as a guide in reviewing research in this field and in selecting constructs and measures for inclusion in future research.

Adaptation, Psychological↗

PubMed2001

A survey of job satisfaction, sources of stress and psychological symptoms among New Zealand health professionals.

AIM: To assess job satisfaction, job-related stress and psychological morbidity among New Zealand physicians, surgeons and community pharmacists and provide a comparison with New Zealand general practitioners (GPs). METHODS: 411 physicians, 330 surgeons and 400 randomly sampled community pharmacists, were surveyed. Psychological morbidity was assessed by the General Health Questionnaire (GHQ-12) and job satisfaction by the Warr Cook Wall scale. RESULTS: Response rates were 70.5% for physicians, 69% for surgeons and 76% for community pharmacists. Job satisfaction scores for surgeons were similar to scores for GPs. Pharmacist and physicians scores were lower. Job satisfaction varied according to gender, the relative amount of time spent in public practice and the perceived ill effects of work on health. Pharmacists had the highest number of cases with significant scores on the GHQ-12 scale, with physicians and surgeons scoring similar to GPs. In each of these health professional groups approximately 10% described a level of symptoms that is associated with more severe psychological disturbance. CONCLUSIONS: All three groups were generally satisfied with their jobs. Pharmacists were significantly less so. Physicians and surgeons reported similar levels of psychological morbidity to GPs, which have been previously reported as a cause for concern.

Adult↗

PubMed2005

Job satisfaction among Norwegian general practitioners.

OBJECTIVE: To explore the level of job satisfaction among general practitioners (GPs) and to compare it with that of hospital doctors. DESIGN: Postal questionnaire among Norwegian doctors in 2002 and similar data from 1994 and 2000 for most of the respondents. MATERIAL: A total of 295 GPs out of 1174 doctors completed the questionnaire (73% response rate). Main outcome measures. Self-reported levels of job satisfaction according to the Job Satisfaction Scale (JSS). RESULTS: Norwegian GPs reported a high level of job satisfaction with a mean score on the JSS of 52.6 (10 is minimum and 70 maximum). The reported level of satisfaction was highest for their opportunities to use their abilities, cooperation with colleagues and fellow workers, variation in work, and freedom to choose own method of working. The GPs' level of job satisfaction remained stable in 1994, 2000, and 2004 in spite of major health reforms. GPs report a higher level of job satisfaction than hospital doctors. CONCLUSIONS: In spite of international discussions on unhappy doctors and doctors' discontent, Norwegian GPs do report a high and stable level of job satisfaction.

Adult↗

PubMed1994

[The relationship between job retainment and job satisfaction of hospital nurses].

The purpose of this study was to describe the job retainment factors and the level of job satisfaction, and to identify the relationship between job retainment and the level of job satisfaction among the registered nurses working in hospitals. Four hundred eight registered nurses currently employed at 8 hospitals in Seoul were surveyed for the study. The 39 item, 5 point likert scale questionnaire was developed by the researcher. The internal consistency of job satisfaction was. 86 and that of job retainment was. 90 in Cronbach's alpha test. The data sas collected from July 15 to July 30, 1993. The SPSS/PC+statistical program was used for data analysis. The descriptive analysis of the characteristics of the subjects, the level of job satisfaction and the job retainment factors was done. The relationship between the job satisfaction level and the job retainment factors was tested with the Pearson Correlation Coefficient analysis, and the differences of job retainment scores among the sample was tested with t-test and ANOVA. The results of the study were summarized. 1. The mean age of the subjects was 29.7 years, 41.7% of them were married. 71.1% of them were 3 years course graduates, 71.8% of them were staff nurses, and the mean duration of experience was 6 years. 2. The factors related to professionalism (3.43), society (3.31), and interpersonal relationship (3.29) were significant in job retainment. The maximum score was 5.0 Two other factors, personal (3.05) and organization (2.83) factors, also showed relatively high scores. 3. The factors to the job satisfaction showed similar pattern as job retainment: professionalism (3.47), society (3.33), finance (3.31), interpersonal relationship (3.02), and organization (2.72). 4. Society related factors (r = .7420, p < .001) and professionalism (r = .7249, p < .001) had high correlation with job retainment. Personal (r = .6372, p < .001) and organizational (r = .3597, p < .001) factors had moderate relationship to job retainment. Finance (r = .3597, p < .001) had significant but weak relationship to job retainment. 5. Age, marital status, job position, departmental involvement, experience, and continuity of employment of the sample showed significant differences in job retainment. However, the period of job retainment, number of children, educational level, type of hospital, previous employment experience were not significant. 6. Individuals older than 40 years of age, who were married, who held the position of charge or head nurse position, who worked in central supply or nursing administration showed significantly high job retainment score.4+ among nurses.

Adult↗

PubMed1999

Pharmacists' job satisfaction and perceived utilization of skills.

The relationship between job satisfaction and perceived utilization of skills among pharmacists practicing in institutional and ambulatory care settings in Arizona was studied, and factors thought to influence pharmacists' perceived utilization of skills were evaluated. Questionnaires on job satisfaction and perceived utilization of skills were mailed to a random sample of 600 pharmacists. Information on workplace factors such as hours worked, practice setting, and job title was collected. A 4-item measure of general job satisfaction and a 10-item measure of perceived utilization of skills were used. Responses were measured on a five-point Likert scale ranging from "strongly disagree" to "strongly agree." The response rate was 35%. There was a significant positive relationship between job satisfaction and perceived utilization of skills and between job satisfaction and adequate staffing, where "staffing" referred to factors such as competence of coworkers and workload. Pharmacists with training beyond a B.S. degree in pharmacy were more satisfied with their job than those whose highest degree was a B.S. in pharmacy. Pharmacists practicing in institutional settings, pharmacists with management titles, and older pharmacists perceived that they were utilizing their skills to a greater extent than did pharmacists practicing in ambulatory care settings, pharmacists with a general staff title, and younger pharmacists. Among a sample of Arizona pharmacists in institutional and ambulatory care settings, job satisfaction was influenced by perceived utilization of skills, staffing, and education; practice setting, job title, and age were significantly related to perceived utilization of skills.

Adult↗

PubMed2006

Job satisfaction in a Norwegian population of nurses: a questionnaire survey.

BACKGROUND: Although job satisfaction is a factor that influences retention, turnover and quality of nursing care globally, there are few studies exploring these factors in European countries. OBJECTIVES: To describe job satisfaction among hospital nurses in Norway, to explore the relationship between nurses' job satisfaction and participation in a clinical ladder program and to explore relationships between several variables and intent to stay. A secondary purpose was to investigate the use of a job satisfaction instrument in a different culture than its origin. DESIGN: In a survey, 2095 nurses in four different hospitals answered a questionnaire that included demographic data, intent to stay and a job satisfaction instrument covering the importance of and actual satisfaction with different job factors. RESULTS: Interaction, followed by pay and autonomy were the most important job factors for Norwegian nurses. Actual job satisfaction was similar to nurses in other countries. There was no significant difference in job satisfaction between participants and non-participants in a clinical ladder. Nurses intending to stay more than a year were significantly more satisfied in their job. Further education and 1 day or more scheduled for professional development were factors that were positively related to intent to stay in the hospital. CONCLUSIONS: Norwegian nurses' views on the importance of different job factors mirrored views of the importance ascribed to working milieu in the Norwegian society. As such, the instrument used seemed sensitive to cultural differences. Nurses' actual satisfaction with their job was similar to respondents in many other countries and may imply that structures and content defining nurses' working situation are similar in many parts of the world. Participation in a clinical ladder did not increase nurses' overall job satisfaction. However, further education and the opportunity for professional development increased nurses' intention to stay in the organization.

Adult↗

PubMed1993

[A study on job satisfaction of clinical psychologists working in the medical field].

The purpose of this study was to examine the relationship of job satisfaction to job difficulty and worthiness, reported by the clinical psychologists who worked at medical institutions. A mail survey of 748 clinical psychologists working at hospital and clinics revealed the following results. First, job satisfaction was related more to job situation than job content. Also, job satisfaction was low among those who worked at non-university psychiatric or geriatric hospitals, who did not practice psychotherapy, and who were not in education, research, or management. In addition, compared to the high job satisfaction group, the low group perceived more incongruity between institutional climate and their psychological work, felt being less valued by other professionals, were less able to function fully as a practicing psychologist, and experienced more role ambiguity as a clinical psychologist in a hospital setting.

Adult↗

PubMed2006

Integrating situational and dispositional determinants of job satisfaction: findings from three samples of professionals.

Job satisfaction can be conceptualized as a function of situational conditions, personal characteristics, and interactions between both groups of variables. The authors compared the relative predictive power of these determinants in 3 samples of professionals (total N = 1,065). Perceived job characteristics (qualification possibilities, social support, stress, autonomy, participatory leadership) uniquely explained 7-22% of the variance in job satisfaction, and dispositional factors (Big Five, occupational self-efficacy, work centrality, mastery goals) uniquely explained 8-12% of the variance. Dispositional influences were partially mediated by perceived job characteristics. Interactions between situational and dispositional factors were of little significance. The authors concluded that perceived job characteristics (especially autonomy and participatory leadership) are important determinants of job satisfaction, and neuroticism is an important determinant as well. Highly educated professionals' job satisfaction also seems to be driven by qualification possibilities.

Career Choice↗

PubMed2006

Technology, job satisfaction, and retention: rural mental health practitioners.

CONTEXT: Job satisfaction as it relates to retention of mental health professionals is a major problem in rural areas. Several authors have suggested that technology can positively influence job satisfaction and thus improve retention. OBJECTIVES: This study examined technology use and technology expertise in relationship to job satisfaction. It is based on a theoretical framework that asserts as technology use increases, communication among providers and access to educational and consultative resources increase as well, resulting in a boost in professional support and a reduction in isolation. METHODS: Surveys were sent to 320 providers in rural southeast Ohio; 163 returned usable surveys. FINDINGS: There was a statistically significant relationship between the combination of technology use and expertise and job satisfaction. Use alone, however, was not significant. Despite the fact that over 90% of respondents had access to both a computer and the Internet, just 45% used technology to communicate with peers and nearly 96% indicated that they never or rarely used the Internet for educational programs. CONCLUSIONS: The results challenge the assertion that technology plays a major role in job satisfaction and rural retention since access and perceived expertise did not guarantee technology usage. Decisions to stay or leave a rural practice involve a complex array of factors. Technology, with its ability to link providers to resources outside the geographic bounds of an individual's practice, may play a role, but since its adoption can be costly in both time and money, future studies need to determine its place in the retention model.

Adult↗

PubMed2006

Determinants of staff job satisfaction of caregivers in two nursing homes in Pennsylvania.

BACKGROUND: Job satisfaction is important for nursing home staff and nursing home management, as it is associated with absenteeism, turnover, and quality of care. However, we know little about factors associated with job satisfaction and dissatisfaction for nursing home workers. METHODS: In this investigation, we use data from 251 caregivers (i.e., Registered Nurses, Licensed Practical Nurses, and Nurse Aides) to examine: job satisfaction scores of these caregivers and what characteristics of these caregivers are associated with job satisfaction. The data were collected from two nursing homes over a two and a half year period with five waves of data collection at six-month intervals. The Job Description Index was used to collect job satisfaction data. RESULTS: We find that, overall nursing home caregivers are satisfied with the work and coworkers, but are less satisfied with promotional opportunities, superiors, and compensation. From exploratory factor analysis three domains represented the data, pay, management, and work. Nurse aides appear particularly sensitive to the work domain. Of significance, we also find that caregivers who perceived the quality of care to be high have higher job satisfaction on all three domains than those who do not. CONCLUSION: These results may be important in guiding caregiver retention initiatives in nursing homes. The finding for quality may be especially important, and indicates that nursing homes that improve their quality may have a positive impact on job satisfaction of staff, and thereby reduce their turnover rates.

Adult↗

PubMed2005

Adaptation-level theory, opponent process theory, and dispositions: an integrated approach to the stability of job satisfaction.

Research suggests that the stability of job satisfaction is partially the result of dispositions (J. J. Connolly & C. Viswesvaran, 2000; C. Dormann & D. Zapf, 2001; T. A. Judge & J. E. Bono, 2001a; T. A. Judge, D. Heller, & M. K. Mount, 2002). Opponent process theory (R. L. Solomon & J. D. Corbit, 1973, 1974) and adaptation-level theory (H. Helson, 1948) are alternative explanations of this stability that explain how environmental effects on job satisfaction dissipate across time. On the basis of an integration of these explanations, the authors propose that dispositions (a) influence employees' equilibrium or adaptation level of job satisfaction, (b) influence employees' sensitivity to workplace events, and (c) influence the speed at which job satisfaction returns to equilibrium after one is exposed to a workplace event. Research and applied implications are discussed.

Adaptation, Psychological↗

PubMed1994

Outcomes of nurses' job satisfaction.

Although the benefits of satisfying nurses in their jobs often are assumed, there is limited research evidence to support such assumptions. Administrators, basing their actions in job satisfaction theory, find that the anticipated benefits of satisfying nurses are not always realized. Changes intended to improve job satisfaction may be costly. The authors review the research and theoretical evidence for effects of job satisfaction on turnover, quality of care, and patient satisfaction and report the findings of a recent study of nurses' job satisfaction, quality of care, and patient satisfaction. Implications for nurse administrators who use job satisfaction as a management tool are discussed.

Hospitals, Teaching↗

PubMed1983

Job satisfaction among U.S. pharmacists.

A review of the literature on job satisfaction that is relevant to pharmacists is presented. Studies conducted in the United States between 1951 and 1982 were evaluated to answer two questions: (1) What is known about the level of job satisfaction among pharmacists? and (2) What factors are related to pharmacists' job satisfaction? Some study populations were selected on the basis of work setting, others on position in the job hierarchy, and others on different criteria. Job satisfaction measures were of two general types, facet-free measures, which assess overall satisfaction, and facet-specific measures, which gauge satisfaction with respect to a specific aspect of the job. Pharmacists in the studies represented a wide variety of work settings and geographic locations. Most of the studies were not comparable because they used instruments unique to a particular study. In some cases, response rates were low and sample sizes were small. Frequently, results were not analyzed statistically for significance. A few studies compared pharmacists with other job populations; the differences were not striking, although pharmacists may be slightly less satisfied with their specific jobs than the general public. Repeatedly, job position and ability utilization appeared related to pharmacists' job satisfaction. Further study of the extent, causes, and consequences of pharmacists' job satisfaction is needed. Research methods should be designed so that results can be analyzed and compared statistically.

Environment↗

PubMed1994

Components of job satisfaction in psychiatric social workers.

A survey of 188 psychiatric social workers indicated an overall positive level of job satisfaction. Overall job satisfaction was found to be primarily determined by position satisfaction. The major correlate of position satisfaction was the professional respect received from other disciplines and not the specific tasks performed. These findings were interpreted as reflecting the obfuscating effect of hospital team interactions on job satisfaction. In these settings, the social workers were often so dependent on the quality of these team interactions to derive the variety, autonomy, and value in their work that it was difficult for them to keep subjectively clear the actual level of satisfaction with the work itself. Social work supervisors need to focus on developing a stronger sense of practice excellence and forging a subjective separation between task-derived achievement and interpersonal enjoyment. Results also showed the importance of educational and professional development opportunities in maintaining overall job satisfaction.

Adult↗

PubMed2003

Job security and job satisfaction among Greek fitness instructors.

In analyzing the relation between job satisfaction and job security, a sample of 97 Greek fitness instructors, 18 to 42 years of age, showed statistically significant positive correlations between job security and job satisfaction (p<.002). Particularly, job security was correlated with pay .54, promotion .43, job itself .41, and the organization as a whole .43.

Adolescent↗

PubMedDate not supplied

Factors related to job satisfaction of radiographers.

The purpose of this study was to examine the relationship between radiographers' satisfaction with supervision, people on the job, pay, promotion opportunities, work performed on the job and overall job satisfaction. One hundred sixty-one full-time hospital-employed radiographers were surveyed about their job satisfaction. Results indicate that work on the job, pay and supervision were significant predictors of radiographers' overall job satisfaction. Strategies are suggested for enhancing staff job satisfaction levels for each significant dimension.

Humans↗

PubMed2002

Predictors of job satisfaction and absenteeism in two samples of Hong Kong nurses.

BACKGROUND: Stress-related outcomes of job satisfaction and absenteeism among nurses should receive more attention in Hong Kong because absenteeism is costly. Many nurses' complaints are due to organizational change in privatization since the establishment of the Hong Kong Hospital Authority in 1991. Organizational climate is found to be an antecedent of job dissatisfaction and absenteeism in many studies in western societies. AIM: To investigate the role of organizational climate and psychological distress on job satisfaction; and the role of climate, distress and job satisfaction on absenteeism in Hong Kong nurses, while controlling for demographic variables. METHODS: A self-administered questionnaire survey method was used to collect data from two samples of nurses within a 8-month period. They are, respectively, 144 (74 general nurses, 70 psychiatric nurses; 47 males, 97 females) and 114 (85 general nurses, 29 psychiatric nurses; 17 males, 97 females) nurses. RESULTS: Multiple regression analyses revealed that occupational type (psychiatric/general), environment (the physical conditions in the work area) and psychological distress were significant predictors of job satisfaction for sample 1; and well-being (social relations, welfare and health issues) was the only significant predictor of job satisfaction for sample 2. However, age, involvement (the degree of commitment displayed towards employees by the organization), psychological distress and job satisfaction were significant predictors of absenteeism for sample 1; and occupational type, organization (the interaction between the worker and the organization), and involvement were significant predictors of absenteeism for sample 2. CONCLUSIONS: The empirical findings provide support for the climate-job satisfaction and climate-absenteeism relationships. Psychological distress could be an antecedent of job satisfaction; and job satisfaction could be an antecedent of absenteeism. Certain climate dimensions should be improved to enhance job satisfaction and reduce distress, which in turn will reduce absenteeism.

Absenteeism↗