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At least 19 recordsLinked to original sources
PubMed1985

Health status, job satisfaction, job stress, and life satisfaction among academic and clinical faculty.

The present study compares academic and clinical faculty affiliated with a major teaching hospital in terms of work characteristics, job stress, conflict between work and personal life, job and life satisfaction, and perceived health. There were no significant differences between the two physician groups on job satisfaction, total stress, anxiety, or depression scores. However, academic faculty reported working longer hours, taking less vacation time, and spending more time in research and teaching, but seeing fewer outpatients. Academic physicians experienced more conflict between work and personal life, were burdened by a variety of time pressures, and were less satisfied with their finances, but experienced fewer recent episodes of physical illness than clinical faculty. However, compared with what is known about the general population, both physician samples seemed equally or more satisfied with their health and their lives.

Adult↗
PubMedDate not supplied

An explanatory model of nurse practitioner job satisfaction.

Job satisfaction influences employee retention, worker productivity, and performance quality. To retain qualified nurse practitioners (NPs), health administrators must identify sources of job satisfaction and dissatisfaction. Herzberg's dual-factor theory of job satisfaction addresses extrinsic and intrinsic work-related factors. Expansion of the model to include global job satisfaction and individual differences provided a broad framework for the assessment of nurse practitioner job satisfaction. The expanded model was used to analyze the job satisfaction of 132 NPs registered with the South Carolina State Board of Nursing in 1988 (final response rate = 90%). Participants completed the Index of Job Satisfaction (IJS), the Minnesota Satisfaction Questionnaire-Short Form (MSQ-SF), and the Personal and Work Background Questionnaire (PWBQ). Although the NPs were moderately satisfied with their overall jobs, extrinsic factors were found to be major sources of dissatisfaction. The optimal combination of variables predicted by regression analysis to influence global job satisfaction were age, number of children, urban locations, achievement, company policies and practices, creativity, independence, and compensation. Implications for health administrators to improve the work environments of NPs are discussed.

Adult↗
PubMed1987

Subjective stress, job satisfaction, and job performance of hospital nurses.

This research concerns the relationship of subjective stress, job satisfaction, and job performance in hospital nurses. Obtained were self reports from 366 nurses, and performance ratings from 165 supervisors and 139 co-workers nominated by the original respondents. Reported are the results of exploratory path analyses, based on a general model, whereby standardized beta coefficients were used to estimate paths. The findings are that stress and job satisfaction are not directly related, and that stress, primarily acting through depression, is associated with lower levels of job performance. Job satisfaction is unrelated to job performance, and is based on depression and hostility which are affected by stress and personal characteristics.

Adult↗
PubMed1989

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

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

Adult↗
PubMed1991

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

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

Adult↗
PubMed1986

The impact of expectations on faculty job satisfaction.

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

Adult↗
PubMed1985

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

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

Community Mental Health Services↗
PubMed1977

Individual need satisfaction, organizational practices, and job satisfaction among laboratory professionals.

This study examines the role of 1) personal job-related needs and 2) certain organizational characteristics in affecting overall job satisfaction for a sample of 259 laboratory professionals, primarily medical technologists. Specific individual needs and specific organizational characteristics were found to be related to three measures of overall job satisfaction. Additional comparisons were made for administrators versus non-administrators and for differences associated with different sized organizations. Implications for the managers of medical technologists and other laboratory professionals are discussed.

Administrative Personnel↗
PubMedDate not supplied

Effects of mentoring on job satisfaction, leadership behaviors, and job retention of new graduate nurses.

Findings from a study on the effects of using mentors to help new graduate nurses adjust to professional nursing revealed improved job satisfaction and increased leadership behaviors. The use of mentors over longer periods to help new nurses make the transition from school to nursing practice is a successful orientation strategy receiving increased attention by nursing staff educators.

Adult↗
PubMed1990

[Job satisfaction in nursing].

Job satisfaction is a relative term that mean different things to different people. Although money was always considered to be the prime motivator of staff, it is only one factor that contribute towards job satisfaction. Other factors include aspects such as available time for personal activities, a need to be involved in decision-making and the right to be informed, to name but a few. Motivation as a tool to ensure a satisfied worker score include strategies, e.g., open communication channels, a better working environment, staff development and managerial leadership.

Career Choice↗
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.

Adult↗
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↗