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Results for “Job Satisfaction”

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PubMed2004

Job control and social support as coping resources in job satisfaction.

This study examined the effects of active coping on job satisfaction in the context of the job demands-control-support model. Participants were 867 employees (811 men and 56 women, M age = 35.2 yr.) of a large electrical company in Japan. Hierarchical multiple regression analysis examined whether effects of active coping on job satisfaction might depend on the extent of coping resources, such as job control or social support (supervisor and coworker). Analysis showed that the effect of active coping on job satisfaction depended on the extent of coworkers' support, not on job control and supervisors' support.

Adaptation, Psychological↗

PubMedDate not supplied

Job satisfaction and turnover among nurses: integrating research findings across studies.

A meta-analytic study investigated the causal relationships among job satisfaction, behavioral intentions, and nurse turnover behavior. A theoretical model was proposed in which behavioral intentions were viewed as a direct antecedent to turnover behavior. Job satisfaction was expected to be indirectly related to turnover by virtue of the mediating role of behavioral intentions. Consistent with these expectations, a strong positive relationship was indicated between behavioral intentions and turnover; a strong negative relationship between job satisfaction and behavioral intentions; and a small negative relationship between job satisfaction and turnover. The results of the modifier analysis suggested that effect sizes are fairly robust to differences in study designs, response rates, and methods of measuring job satisfaction, but the manner in which behavioral intentions were operationalized appeared to moderate the relationship between behavioral intentions and turnover and job satisfaction. Of variables related to nursing job satisfaction, work content and work environment had a stronger relationship with job satisfaction than economic or individual difference variables.

Canada↗

PubMedDate not supplied

Critical care nursing education at the baccalaureate level: study of employment and job satisfaction.

OBJECTIVE: To examine the employment patterns of nurses who completed an undergraduate course in critical care nursing (CCN); examine the impact of the course on job satisfaction; and compare the job satisfaction of critical care nurses who completed a course at the baccalaureate level and a control group of nurses in critical care who did not have these educational experiences. DESIGN: Descriptive. SETTING: Ten hospitals in the midwest in which graduates of a CCN course at the BSN level were in practice. SUBJECTS: There were two groups of participants: 42 nurses prepared at the undergraduate level for critical care and 59 critical care nurses from the same units. OUTCOME MEASURES: Employment patterns and job satisfaction measured by Stamps and Piedmonte's Index of Work Satisfaction instrument. RESULTS: Most (n = 33, 78.6%) graduates entered critical care as their first position in nursing. At the time of follow-up, these graduates remained in CCN practice. The findings suggested that completion of an undergraduate course enabled students to enter critical care as new graduates. Results of a Mann-Whitney U test indicated no differences in job satisfaction between nurses who remained in critical care and those practicing in non-critical care units. There were no significant differences in total job satisfaction or in any of its component scores between graduates of the course and the control group of critical care nurses. Both groups were least satisfied with pay and most satisfied with their interactions with others on the unit. CONCLUSIONS: Although educational experiences in critical care at the undergraduate level did not influence job satisfaction, other benefits of this education were suggested by the findings. Completion of an undergraduate CCN course enabled graduates to enter critical care as their first practice position.

Adult↗

PubMed1990

Influence of job characteristics and organizational commitment on job satisfaction of hospital foodservice employees.

The purpose of this study was to determine the relationships among job characteristics, organizational commitment, job satisfaction, and demographic variables for hospital foodservice employees. Questionnaires including 30 items on job characteristics, 15 items on organizational commitment, 6 items related to job satisfaction, and 7 demographic items were administered to 45 supervisory and 172 nonsupervisory employees of 11 randomly selected hospitals. The reliability for the total instruments, using Cronbach's alpha, was 0.87 and 0.89, respectively, for the supervisory and nonsupervisory employee questionnaires. Organizational commitment and job satisfaction were related positively, with an r2 of 0.38. For supervisors, job characteristics related positively (p = .019) to organizational commitment, with variety being the only significant individual characteristic. For nonsupervisory employees, the model was also significant (p = .0001), with variety and feedback being the only significant individual characteristics. For all employees, there was a positive relationship between job characteristics and job satisfaction, with variety and feedback being the significant individual characteristics. Age was the only demographic variable related to organizational commitment; older employees had higher commitment scores. Demographic variables were not related to job satisfaction. Supervisors had higher perceived variety, autonomy, feedback, dealing with others, and friendship opportunities scores and higher commitment and satisfaction scores than did nonsupervisory employees. The findings indicate that dietitians and foodservice managers may increase organizational commitment and job satisfaction by increasing the variety and feedback in employees' jobs.

Adult↗

PubMed1990

Construction of a multidimensional scale of job satisfaction.

A comprehensive, multidimensional scale measuring job satisfaction was constructed for use in a major project concerned with personnel recruitment and retention of health professionals. 11 dimensions relating to opinions of immediate supervisors, physical working conditions, satisfaction with coworkers and with pay, aspects related to promotion and work motivation, are identified. These dimensions are shown to distinguish among health professionals on sex and between locations and different occupations. The scale also has high internal validity, producing a multiple R of .78 with over-all job satisfaction.

Adaptation, Psychological↗

PubMed1992

Analysis of job satisfaction, burnout, and intent of respiratory care practitioners to leave the field or the job.

BACKGROUND: Increased stress, burnout, and lack of job satisfaction may contribute to a decline in work performance, absenteeism, and intent to leave one's job or field. We undertook to determine organizational, job-specific, and personal predictors of level of burnout among respiratory care practitioners (RCPs). We also examined the relationships among burnout, job satisfaction (JS), absenteeism, and RCPs' intent to leave their job or the field. METHODS: A pilot-tested assessment instrument was mailed to all active NBRC-credentialed RCPs in Georgia (n = 788). There were 458 usable returns (58% response rate). A random sample of 10% of the nonrespondents (n = 33) was then surveyed by telephone, and the results were compared to those of the mail respondents. Variables were compared to burnout and JS scores by correlational analysis, which was followed by stepwise multiple regression analyses to determine the ability of the independent variables to predict burnout and JS scores when used in combination. RESULTS: There were no significant differences between respondents and sampled nonrespondents in burnout scores (p = 0.56) or JS (p = 0.24). Prediction of burnout: The coefficient of multiple correlation, R2, indicated that in combination the independent variables accounted for 61% of the variance in burnout scores. The strongest predictor of burnout was job stress. Other job-related predictors of burnout were size of department, satisfaction with work, satisfaction with co-workers and co-worker support, job independence and job control, recognition by nursing, and role clarity. Personal-variable predictors were age, number of previous jobs held, social support, and intent to leave the field of respiratory care. Prediction of job satisfaction: R2 indicated that, in combination, the independent variables accounted for 63% of the variance observed in satisfaction with work, 36% of the variance observed in satisfaction with pay, 36% of the variance in satisfaction with promotions, 62% of the variance in satisfaction with supervision, and 48% of the variance in satisfaction with co-workers. Predictors of work-satisfaction level were recognition by physicians and nursing, age, burn-out level, absenteeism, and intent to leave the field. Predictors of level of satisfaction with pay were actual salary, job independence, organizational climate, ease of obtaining time off, job stress, absenteeism, intent to leave the field, and number of dependent children. Predictors of level of satisfaction with promotions were recognition by nursing, participation in decision making, job stress, intent to leave the field, past turnover rates, and absenteeism. Predictors of level of satisfaction with supervision included supervisor support, role clarity, independence, and ease of obtaining time off. The strongest predictor of level of satisfaction with co-workers was co-worker support. As overall level of JS increased, level of burnout decreased significantly (r = -0.59, p less than 0.001). As burnout level increased, increases occurred in absenteeism (r = 0.22, p less than 0.001), intent to leave the job (r = 0.48, p less than 0.001), and intent to leave the field (r = 0.51, p less than 0.001). CONCLUSIONS: Reduced job stress, increased job independence and job control, improved role clarity, and higher levels of JS were all associated with lower levels of burnout. Managerial attention to these factors may improve patient care and reduce absenteeism and turnover among RCPs.

Analysis of Variance↗

PubMed1984

Observational study of job satisfaction in hospital pharmacy technicians.

Intrinsic and extrinsic factors contributing to job satisfaction of pharmacy technicians in two community hospitals were studied. A pharmacy student employed part-time as a pharmacy technician by one of the hospitals observed fellow technicians in a wide range of job activities for 22 months. In a second hospital, the same student conducted similar observations during one summer while posing as a social researcher. Both hospitals had technician training programs providing classroom instruction and on-the-job training. Data were gathered primarily from informal conversations with technicians and pharmacists and by recording activities through notetaking. Formal training programs, praise from pharmacists, opportunities to train other technicians, diversity of job activities, and autonomy in coordinating work with time demands were identified as factors contributing to job satisfaction of technicians. Negative aspects of the job that employers attempted to circumvent or clarify were the unchallenging nature of the work and the limited opportunities for advancement. Technicians' and pharmacists' attitudes toward job enrichment for technicians are discussed, and suggestions for improving technicians' intrinsic and extrinsic job satisfaction are provided. A reliable cadre of pharmacy technicians is necessary for further expansion of clinical pharmacy services under current hospital budgetary restraints. In addition to modifying job activities to promote technicians' intrinsic job satisfaction, pharmacy managers can improve extrinsic satisfaction by providing adequate salaries, job security, and flexible work schedules.

Humans↗

PubMed1989

Nurse practice centers and faculty job satisfaction.

This descriptive, correlational study describes academically-based nurse practice centers and the associated job satisfaction of nurse faculty members. The theoretical framework selected for the research was general systems theory. The Boettcher Nursing Center Inventory (BNCI) was developed for the study to identify characteristics of these centers. The Brayfield Job Satisfaction Questionnaire (BJSQ) was used to determine levels of job satisfaction. Thirty-two centers in 25 states and 124 nursing faculty members participated in the study. Findings reveal that academically-based nursing centers are offering a wide range of nursing care to clients throughout the life span in a variety of settings. Forces stimulating continued nursing center development are opportunities for clinical practice, student learning, public service, professional development, research, income generation, and professional development. High levels of job satisfaction were indicated by BJSQ mean score of 70.83 (maximum score, 90). Significant correlations were found between job satisfaction and the budget (p less than or equal to .007): when the budget increased, the level of job satisfaction decreased.

Ambulatory Care Facilities↗

PubMed1987

Attitudes of elementary, middle and high school teachers toward mainstreaming: implications for job satisfaction.

Little attention has been paid to the job satisfaction experienced by human services personnel, including classroom teachers. This study examines teacher's response to postal questionnaires seeking information about job satisfaction and attitudes to the mainstreaming of children with special needs. Results suggest that teachers at secondary or high school level experience lower job satisfaction than those working in middle or elementary schools. Comparison between teachers with or without experiences of mainstreaming reveals further differences between these groups with regard to their attitude toward the value of special educator involvement in the classroom; the importance of special assessments; discipline; the role of mainstreaming in enhancing peer relationships; and appreciation of school administrators' awareness of the implications of mainstreaming.

Attitude↗

PubMed2004

[Job satisfaction, depressive and anxiety disorders among hospital personnel at IDI Sanità, Rome].

Job satisfaction and psychological well-being of healthcare personnel and staff represent relevant issues for continuous quality improvement in health care organisations. The aim of this study was to evaluate job satisfaction, as well as the frequency of psychiatric minor disorders, among the personnel working at IDI Sanità, Rome (IDI-IRCCS and S. Carlo Hospital). An anonymous questionnaire was distributed, with the following sections:1) a validated set of items regarding various aspects of job satisfaction; 2) a 0 to 10 analogue scale to express a total satisfaction score; 3) the GHQ-12 to evaluate psychiatric symptoms. Relationships with hierarchical authorities, development possibilities, and role recognition were identified as the main determinants of being satisfied. It was observed a 6.2 mean satisfaction score. About 1/3 of respondents showed a high likelihood to develop symptoms of depression and anxiety. A high level of job satisfaction appeared as a protective factor for that kind of symptoms. Analysing job satisfaction levels and psychological symptoms among hospital personnel allows to identify the most important problems to solve. These will be the main targets of intervention.

Adolescent↗

PubMedDate not supplied

Hardiness and support at work as predictors of work stress and job satisfaction.

PURPOSE: To test a theoretically and empirically based model linking potential protective resources (hardiness, coworker and supervisor support) to the outcomes of work stress and job satisfaction and replicating the relationship of work stress to job satisfaction while accounting for the potential influence of negative affectivity. DESIGN: A cross-sectional research design using survey data collected from two convenience samples. SETTING: Two worksites: (1) a high-tech company and (2) a government agency. SUBJECTS: High-tech employees (N = 310; response rate, 73.8%) and government agency employees (N = 745; response rate, 49.7%). MEASURES: The Dispositional Resilience Scale measured hardiness and the Positive and Negative Affect Schedule measured negative affectivity. Coworker and supervisor support were measured using the Coworker Support Scale and the Supervisor Support Scale, respectively. The Perceived Work Stress Scale measured work stress, and a single item from the Job Satisfaction Scale assessed overall job satisfaction. RESULTS: A multiple-group path analysis examined the proposed model. Similar patterns of association were found for both samples and suggested a more parsimonious model without the path from negative affectivity to job satisfaction. The model supports the protective nature of hardiness and support at work with regard to work stress and job satisfaction. CONCLUSION: Explanations of relationships depicted in the model, practical implications for reducing work stress and enhancing job satisfaction, limitations and future directions are discussed.

Adult↗

PubMed2001

A national survey of dental hygienists: working patterns and job satisfaction.

OBJECTIVE: To describe the working practices and level of job satisfaction of dental hygienists in the United Kingdom. DESIGN: Postal questionnaire survey of 3,955 dental hygienists registered with the General Dental Council. Replies were received from 2,533 (64%). RESULTS: At the time of the survey only a small proportion of respondents (11%) were not working as dental hygienists, the most common reason for a current career break being child rearing. The majority of dental hygienists (78%) were employed in general dental practices, and most worked in more than one practice (64%). Approximately half worked part-time (fewer than 30 hours per week), and part-time working was more common amongst those respondents with childcare responsibilities. In the region of 60% of respondents had taken one or more career breaks during their working life, and the average total duration of career breaks was 11 months, the most common reason for all career breaks was child rearing. Additional qualifications had been gained by 35% of the sample, a high proportion (75%) had attended training courses in the previous year. The respondents expressed a high degree of job satisfaction, those who were older and who had childcare responsibilities expressed higher levels of job satisfaction. CONCLUSIONS: Dental hygienists express a high level of job satisfaction. A proportion take breaks in their career, most commonly for pregnancy and child rearing. The majority return to part-time employment after their career break. Planning of future requirements for the training of professionals complementary to dentistry should be informed by a consideration of the working patterns of dental hygienists.

Adult↗

PubMed1980

Ward atmosphere and psychiatric nurses' job satisfaction.

This study examined the relationship of psychiatric nurses' job satisfaction to perceived therapeutic climate on their wards. Job satisfaction was measured with the Employee Attitude Survey published by Science Research Associates. Therapeutic climate was measured by Moos' Ward Atmosphere Scale. Wards were rated as the nurses perceived them (Real) and as they thought they should be (Ideal). Job Satisfaction scores were correlated with Ward Atmosphere Real and Ideal-Real discrepancy scores. The perceived degree of Practical Orientation was strongly related to nurse morale. Program Clarity, Order and Organization, Support, and Involvement were also notably related. A similar pattern of relationship was found between morale and Ward Atmosphere Ideal-Real discrepancies. As would be expected, System Maintenance factors were important to the nurses but so too were Therapeutic and Communication dimensions reflecting a balanced view of nursing care.

Adolescent↗

PubMed1997

The relation between leadership style and empowerment on job satisfaction of nurses.

OBJECTIVE: The authors explore the relation between leadership style and empowerment and its effect on job satisfaction among the nursing staff of a regional medical center. BACKGROUND: Several empirical studies on transformational leadership-found that transformational leadership behaviors were positively related to work team success and leadership effectiveness. Transformational leadership processes have also been suggested to enhance followers' work-oriented values and shape the self-efficacies of followers. Employee empowerment may be influenced by the perception that the organization cares about its employees' well-being and that their work is valued. Empowering nurses may increase job satisfaction and improve patient care. Leadership style and empowerment influence job satisfaction among workers. METHODS: All nursing department staff were invited to complete a self-report questionnaire with no identifying information. Leadership style was measured using Bass's Multifactor Leadership Questionnaire, empowerment was measured with items from Spreitzer's Psychological Empowerment instrument, and job satisfaction was measured by Warr, Cook, and Wall's job satisfaction questionnaire. RESULTS: Both transformational and transactional leadership were positively related to job satisfaction, as was empowerment. Differences in the contributions of empowerment and leadership style in predicting job satisfaction for licensed and unlicensed workers was evident. CONCLUSION: Designing interventions that allow for the relative influence of leadership style as well as empowerment on varying classifications of nursing personnel may be a more effective strategy and have a greater effect on staff attitudes and behaviors.

Decision Making, Organizational↗

PubMed1996

Evaluation of burnout and job satisfaction in marrow transplant nurses.

The study examined incidence of burnout syndrome, psychopathology, and job satisfaction in bone marrow transplant nurses, in relation to existence of an informal psychosocial support programme for staff needs. Forty nurses participated in the study completing four standardised measures related to burnout, anxiety, depression, satisfaction with aspects of their job, and social support. Results indicated that burnout among these nurses was low, and high personal accomplishment from working with marrow transplant patients was the response of the majority. Job satisfaction was also found to be high, with outpatient nurses scoring significantly higher than inpatient nurses in most aspects of job satisfaction. One out of four subjects presented with the psychic manifestations of the anxiety neurosis, suggesting the stressfullness of the marrow transplant environment, which requires a high degree of responsibility and advanced nursing skills. Social support was not found to influence burnout, psychopathology, or job satisfaction. Presence of depression, low personal accomplishment, and dissatisfaction with pay were the variables predicting high emotional exhaustion, one of the main components of burnout. These results were suggestive of less burned out and more satisfied nurses compared to marrow transplant nurses working in environments with no formal or informal staff support programmes. This highlights the need for development of support services for the nursing staff, allowing them to ventilate their feelings, discuss issues of concern to them and seek professional support where necessary.

Adult↗

PubMed2005

Leadership styles and nursing faculty job satisfaction in Taiwan.

PURPOSE: To examine nursing faculty job satisfaction and their perceptions of nursing deans' and directors' leadership styles, and to explore how the perceptions of leadership styles relate to faculty job satisfaction in Taiwan. METHODS: Descriptive, correlational, and cross-sectional study with self-administered questionnaires. The sample was recruited from 18 nursing programs, and 286 questionnaires were returned. RESULTS: Faculty perceived that Taiwan's nursing deans and directors showed more transformational than transactional leadership. Taiwan's nursing faculty were moderately satisfied in their jobs, and they were more satisfied with deans or directors who practiced the transactional leadership style of contingent reward and the transformational style of individualized consideration. A style with negative effect was passive management by exception. CONCLUSIONS: Three types of leadership behaviors explained significant variance (21.2%) in faculty job satisfaction in Taiwan, indicating the need for further attention to training and development for effective leadership behaviors.

Adult↗

PubMed1984

Measuring the job satisfaction of physicians in organized settings.

The accurate measurement of physician job satisfaction in organized practice settings is important for both policy and administrative purposes. Previous efforts to measure physician job satisfaction have been unsatisfactory because of either conceptual or methodologic weaknesses. New measures of physician job satisfaction were developed and field tested on a population of physicians working in highly bureaucratic settings--prison health programs across the United States. Analysis of the measures demonstrated their reliability, validity, and ability to predict physicians' intentions to leave the job. The measures can serve to identify elements of the work setting that need to be changed to improve physician job satisfaction.

Adult↗

PubMed2004

[The level of anxiety, depression and aggression in nurses and their life and job satisfaction].

BACKGROUND: In professions aimed at helping other people such as nursing, an increased level of anxiety, depression and aggression caused by extremely stressful work environment is always possible. It can be hypothesized that these emotions influence nurses' life and job satisfaction, through its decreasing or increasing. MATERIALS AND METHODS: In all, 102 nurses, employed in hospitals, outpatient clinics, hospices and old people's homes, were administered three questionnaires: 1) the Hospital Anxiety and Depression Scale-Modified; 2) the Life Satisfaction Scale; and 3) the job Satisfaction Scale. The survey was a closing part of the course on psychology carried out under the postgraduate education program. RESULTS: The statistical analysis of the results showed the increased level of anxiety in the youngest group of nurses, whereas the level of depression and aggression ranged from medium to low in the whole sample. The nurses' level of job satisfaction was higher than that of their life satisfaction and the differences were statistically significant in each of the three seniority categories. The evaluation of the relationship between life and job satisfaction and anxiety, depression, aggression and job seniority showed: (a) the effect of anxiety and depression, as self-contained factors, on life satisfaction, regardless of job seniority; (b) the effect of aggression interrelated with job seniority on job satisfaction. CONCLUSIONS: Anxiety is the major factor affecting life satisfaction; job satisfaction is less prone to the influence of negative emotions than life satisfaction. Bearing in mind a tendency shown by nurses to suppress their emotions as well as their stressful work environment, they should receive psychological support in its broadest sense.

Adult↗