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Results for “job dissatisfaction”

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At least 19 recordsLinked to original sources
PubMed2026

The Impact of Nurse-to-Patient Ratios on Nurses' Burnout, Job Dissatisfaction, and Intention-to-Leave: A Systematic Review and Meta-Analysis.

BACKGROUND: Adequate nurse staffing is essential for ensuring workforce well-being and patient safety. Imbalanced nurse-to-patient ratios contribute to burnout, job dissatisfaction, and turnover, which compromise care quality. OBJECTIVE: This systematic review and meta-analysis evaluated the impact of nurse-to-patient ratios on nurse burnout, job dissatisfaction, intention-to-leave, and patient outcomes. METHODS: A systematic search of PubMed, Scopus, and Web of Science identified cross-sectional studies examining nurse-to-patient ratios and related outcomes. RESULTS: Eighteen studies involving 183 876 nurses from 4085 hospitals were included. Higher nurse-to-patient ratios increased the odds of burnout (OR: 1.08), job dissatisfaction (OR: 1.10), and intention-to-leave (OR: 1.09). Each additional patient per nurse increased mortality and readmission risks by 7% to 8%, with decreased perceived care quality. CONCLUSION: Higher nurse-to-patient ratios adversely affect nurses and patients. Ensuring adequate staffing is critical to prevent burnout and maintain safe, high-quality care.

Humans↗
PubMed1978

Herzberg revisited: factors in job dissatisfaction.

A study of nursing personnel in a private general hospital suggests that the high rate of turnover results as much from dissatisfaction with intrinsic job factors as from dissatisfaction with extrinsic factors. These findings contradict the Herzberg two-factor theory, and suggest alternative means of improving management of nurses.

Achievement↗
PubMed1978

An investigation of job satisfaction factors in an incident of mass psychogenic illness at the workplace.

An investigation was undertaken of an apparent outbreak of contagious psychogenic illness at an electronics plant in which approximately 50 females reported a variety of subjective nonspecific symptoms. The workers believed that the physical symptomatology was triggered by an unidentified odor in the plant which was not verified by environmental sampling for chemicals or by medical evaluations of affected workers. A random sample of non-affected and affected workers was surveyed by means of psychological health status inventories and epidemiological indices to determine the role that life-history, personality characteristics and job dissatisfaction had on susceptibility to illness. Results indicated that those workers reporting the highest level of perceived stress due to job dissatisfaction, family problems, and personal conflict were most likely to experience somatic symptoms. In the present study sources of dissatisfaction identified as potential precipitating factors of the illness outbreak were: 1) working conditions, 2) supervisory style, and 3) personal lifestyle.

Female↗
PubMedDate not supplied

[The working place and psychovegetative disorders].

Concept of a questionnaire for industrial workers to investigate the characteristics of their job demands, their individual claims, psychovegetativ disorders and job dissatisfaction. First results of a preliminary test on 54 selected shift workers.

Autonomic Nervous System↗
PubMed1978

Antecedent psychological factors in the onset of vasovagal syncope.

Broad psychosocial antecedents for 18 aviators with vasovagal syncope are compared with 31 controls. The immediate thoughts, fantasies, and feelings of the fainters are examined in detail. The fainters had significantly more job dissatisfaction than the controls. The presyncope fantasies of the fainters confirm Engel's observations of the immediate psychological context for vasovagal syncope (anticipation of bodily harm, denial of fear, and submission to a threat), and extend his formulation to include psychological harm in the form of humiliation, embarrassment, and loss of prestige.

Adult↗
PubMed1978

Perceived benefits of the Pharm.D. as a second pharmacy degree.

The perceived benefits of the Pharm.D. as a second degree was studied among pharmacists who earned the degree after the B.S. degree in pharmacy. A questionnaire was mailed to post-B.S. Pharm.D. recipients who graduated after 1968. The 224 pharmacists (72%) who responded represented 54 baccalaurate and 12 Pharm.D. programs. Sixty-seven percent had gained hospital practice experience prior to returning to school for their Pharm.D. degree. The data did not show "job dissatisfaction" to be a major factor prompting pursuit of the Pharm.D. Most initially sought the advanced degree in an attempt to gain greater patient involvement (43%). In 10 years, 51% hope to have attained some kind of administrative position, 15% desire to have combined clinical and administrative responsibilities, while 37% prefer a purely clinical position. Thirty-four percent would like to have a position in education. Most respondents in institutional practice (59.4%) and education (88.6%) felt they would not have their present position without the Pharm.D. degree. Fifty-nine percent receive an annual salary greater than $21,000 including fringe benefits. Most pharmacists who earned a post-B.S. Pharm.D. degree believe they have benefited from their advanced professional degree, both in job responsibilities and salary.

Attitude of Health Personnel↗
PubMed1977

Job satisfaction-dissatisfaction. A comparison of private practitioners and organizational physical therapists.

Job factors which results in feelings of satisfaction or dissatisfaction were studied in a sample of 25 physical therapists engaged in private practice and 25 physical therapists employed as chiefs of departments. Our purpose was to determine the meaningfulness of work for physical therapists and to compare private practitioners with therapists who work within an organization. Ten factors of the sixteen studied were found to be significantly satisfying or dissatisfying for all therapists. In addition, organizational therapists were satisfied with the work itself and valued recognition for their efforts, whereas private practitioners were more concerned with personal responsibility. Organizational therapists experienced periods of unhappiness with some aspects of interpersonal relationships and with some policies of the organization, and private practitioners were unhappy with long working hours. There was no significant difference in salaries, achievement, possibilities for growth, status, or security.

Achievement↗
PubMed1978

Interpersonal values and job satisfaction of medical technologists.

The purpose of this study was to investigate the interpersonal value domain of certified medical technologists. By so doing, it was anticipated that a better understanding of what medical technologists consider important in their relationships with other people might be established. More specifically, this study examined the interpersonal values of medical technologists: 1) dichotomized by job satisfaction-dissatisfaction, and 2) at different job levels (bench level or supervisory level) in the clinical laboratory.

Humans↗
PubMed1979

The Health Opinion Survey reconsidered: dimensionality, reliability, and validity.

Investigated psychometric properties of the Health Opinion Survey (HOS) in terms of dimensional characteristics and factor invariance. The study also explored relationships of the HOS with family and job strain, dissatisfaction with the work environment, and the occurrence of physical disorders. Data were collected from two independent samples of U. S. Navy enlisted personnel (N = 505 and 722). Results indicated that the total HOS scale possessed acceptable internal consistency, but could be reduced to reflect physical and psychological distress dimensions. Validities against the various criteria ranged from .13 to .42. Findings are discussed in terms of implications for future research that concerns the stress-situation/symptom-score perspective.

Adult↗
PubMed1979

Comparison of the job attitudes and interest patterns of air traffic and airway facility personnel.

Air traffic control specialists (ATCSs) and airway facility technicians (AFTs) were compared on measures of job attitudes and interests. A total of 792 ATCs and 2,366 AFTs completed the Strong Vocational Interest Blank (SVIB) and questionnaires concerning job satisfaction and job attitudes. Both groups indicated high overall job satisfaction and general agreement about areas of job satisfaction and dissatisfaction. However, ATCSs. On the SVIB, ATCSs had higher scores than AFTs on scales concerned with interpersonally oriented vocations (e. g. social service, sales) and lower scores on technical-scientific occupational scales. The findings suggest that these two employee groups have many common attitudes toward work while at the same time having certain discriminable characteristics that have implications for both personnel and motivational programs.

Adult↗
PubMed1978

The effectiveness of homemaker--home health aides.

The results of this study indicate that H/HHAs possess a wide array of objectives when working with clients. They are also perceived to be very effective in improving the quantity and quality of home care for their clients. This improved home care means clients are left alone less of ten and also receive meals with greater regularity. The clients perceive the H/HHAs as having many roles simultaneously, and they are viewed more as professional people than servants (the professional roles correlate highly with adequacy of client service). Based on the perceptions of the clients samples, social workers can utilize confidently the services of H/HHAs in an interdisciplinary approach to practice. It is hoped that this study will encourage social workers to utilize the services of the H/HHAs more appropriately, efficiently, effectively, and confidently when working with clients who may need these services. The authors suggest that future research should focus on the H/HHAs themselves, in areas such as their job descriptions and their job satisfactions and dissatisfactions, as well as how they and other professionals perceive their effectiveness.

Child Care↗