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Sample records for affect job satisfaction

  1. Factors Affecting African American Counselors' Job Satisfaction: A National Survey

    ERIC Educational Resources Information Center

    Jones, Cravor; Hohensil, Thomas H.; Burge, Penny

    2009-01-01

    Although there are many job satisfaction studies, research related to the job satisfaction of African American counselors (AACs) is negligible. The purpose of this study was to investigate the job satisfaction of AACs. A total of 182 employed AACs who were members of the American Counseling Association (ACA) completed a modified Minnesota…

  2. Some Factors Affecting the Job Satisfaction of Academic Women.

    ERIC Educational Resources Information Center

    Hill, Malcolm D.

    Job satisfaction of 752 male and 195 female faculty in 16 Pennsylvania colleges and unviersities was studied. Job satisfaction was measured by a 45-item inventory, and factor analysis of the inventory revealed the following components of job satisfaction: (1) teaching, (2) recognition-support, (3) convenience, (4) economic, (5) administrative, and…

  3. Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.

    PubMed

    Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

    2013-01-01

    Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.

  4. Combined effects of positive and negative affectivity and job satisfaction on job performance and turnover intentions.

    PubMed

    Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir

    2013-01-01

    Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice. PMID:23469474

  5. Job Satisfaction and Performance: The Moderating Effects of Value Attainment and Affective Disposition.

    ERIC Educational Resources Information Center

    Hochwarter, Wayne A.; Perrewe, Pamela L.; Ferris, Gerald R.; Brymer, Robert A.

    1999-01-01

    A study of 270 hotel managers found that the strongest positive relationship between job satisfaction and performance occurred when high attainment of values associated with work was coupled with high-positive or low-negative affective disposition. (SK)

  6. An Analysis of Factors that Affect Job Satisfaction of Public High School Business Teachers in Ohio.

    ERIC Educational Resources Information Center

    Lacy, Annell

    The purposes of this study were (1) to determine whether selected factors affect the job satisfaction of business teachers in public high schools in Ohio, and (2) to determine whether teachers in Ohio's block-time programs are more satisfied with their jobs than teachers in traditional business education programs. To gather needed data, a…

  7. Principal Leadership Behaviors Which Teachers at Different Career Stages Perceive as Affecting Job Satisfaction

    ERIC Educational Resources Information Center

    Hill, Valari

    2013-01-01

    The purpose of this qualitative study was to explore the perceptions of teachers as to how the leadership of their principal affects their job satisfaction. This study collected the view of teachers at different career stages and examined their perceptions and needs. The participants consisted of 12 elementary school teachers at three different…

  8. Job Satisfaction among Community College Counselors.

    ERIC Educational Resources Information Center

    Coll, Kenneth; Rice, Robert

    1990-01-01

    Describes a study of job satisfaction and factors influencing satisfaction among community college counselors in Oregon. Reports general dissatisfaction with leadership. Concludes that teaching load, job title, incompatible demands, unclear explanations, and conflicting resources affect counselor satisfaction. (DMM)

  9. Effects of Humor on Teacher Stress, Affect, and Job Satisfaction

    ERIC Educational Resources Information Center

    Shirley, Jacqueline Dena

    2013-01-01

    Teachers are at high risk for stress, negative emotion, and job dissatisfaction, which has been linked with health problems and early attrition. Humor has been found to relieve various forms of stress. However, there is a gap in the literature regarding humor effects on teacher stress and its related consequences. The purpose of this quantitative,…

  10. Job Satisfaction of Vocational Agriculture Teachers in Louisiana.

    ERIC Educational Resources Information Center

    Grady, Thomas L.

    1985-01-01

    A study was conducted to ascertain the job satisfaction of vocational agriculture teachers in Louisiana, identify the job factors that significantly affect overall job satisfaction, and ascertain relationships between job satisfaction and selected demographic variables. (CT)

  11. Some Factors Affecting the Job Satisfaction of Community College Faculty in Pennsylvania.

    ERIC Educational Resources Information Center

    Hill, Malcolm D.

    1983-01-01

    Examines the job satisfaction of 161 community college faculty members in Pennsylvania and the effects of personal characteristics and job-related activities to economic, teaching, administrative, associational, recognition-support, and convenience dimensions of satisfaction. Suggests that heavy involvement in routine academic tasks and certain…

  12. Testing a Model of Administrative Job Satisfaction.

    ERIC Educational Resources Information Center

    Volkwein, James Fredericks; Zhou, Ying

    2003-01-01

    Tested a model of administrative job satisfaction using a database of almost 1,200 managers at 120 public and private universities. The robust model explained 54 percent of the variance in overall job satisfaction. Results indicated that few state, campus, and personal characteristics exert direct effects on job satisfaction; they affect work…

  13. Factors Affecting the Job Satisfaction of Latino/a Immigrants in the Midwest

    ERIC Educational Resources Information Center

    Valdivia, Corinne; Flores, Lisa Y.

    2012-01-01

    This study examined the job satisfaction of 253 Latino/a newcomers in three rural communities in the Midwest. Specifically, the authors explored the effects of ethnic identity, Anglo acculturation, Latino/a acculturation, perceptions of the community (social relations, discrimination/racism, and language pressures), job tenure, work hours, and…

  14. An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

    ERIC Educational Resources Information Center

    Reio, Thomas G., Jr.; Kidd, Cathy A.

    2006-01-01

    Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

  15. Factors Affecting Motivation and Job Satisfaction of Academic Staff of Universities in South-South Geopolitical Zone of Nigeria

    ERIC Educational Resources Information Center

    Osakwe, Regina N.

    2014-01-01

    This study determined the factors affecting motivation and job satisfaction of non-management academic staff of universities in South-South geopolitical zone of Nigeria. It employed an expost-facto research design. Three research questions and two hypotheses were raised for the study. A sample of four hundred and fifty non-management academic…

  16. Extension Personnel's Self-Esteem and Workplace Relationships: Implications for Job Satisfaction and Affective Organizational Commitment Foci

    ERIC Educational Resources Information Center

    Ladebo, Olugbenga Jelil; Olaoye, Olalekan Jacob; Adamu, Comfort Oyekale

    2008-01-01

    This study proposes relationships between job satisfaction, affective commitment (organization, supervisor and workgroup), and exchange relations with supervisor, organization and workgroup members among extension personnel. Perceived self-esteem (SE) is hypothesized to moderate relations between the social exchange foci and the corresponding…

  17. Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: associations with job satisfaction and affective organizational commitment.

    PubMed

    De Cuyper, Nele; Notelaers, Guy; De Witte, Hans

    2009-04-01

    This study investigates how job insecurity and employability relate to job satisfaction and affective organizational commitment in permanent workers, fixed-term contract workers, and temporary agency workers. The authors hypothesized that (a) job insecurity relates negatively to job satisfaction and affective organizational commitment, and this relationship is strongest in permanent workers and weakest in temporary agency workers; and that (b) employability relates positively to job satisfaction and negatively to affective organizational commitment, and this relationship is strongest in temporary agency workers and weakest in permanent workers. Hypotheses were tested in workers (permanent: n = 329; fixed term; n = 160; temporary agency: n = 89) from 23 Belgian organizations. The results show that job insecurity related negatively to the outcomes for permanent workers and temporary agency workers. This relationship was not significant for fixed-term contract workers. Employability related negatively to the outcomes for fixed-term contract workers and temporary agency workers, and this relationship was not significant for permanent workers. The 3 groups had different interpretations of what constitutes a stressor and about what signals a good employment relationship.

  18. What is Job Satisfaction?

    ERIC Educational Resources Information Center

    Locke. Edwin A.

    Despite considerable interest in the study of job satisfaction and dissatisfaction, our understanding of these phenomena has not increased substantially in the past 30 years. It is argued that a major reason for this lack of progress is the implicit conception of casuality accepted by most psychologists. It is called the policy of "correlation…

  19. Feedback and Job Satisfaction.

    ERIC Educational Resources Information Center

    Mangelsdorff, A. David

    The purpose of the study was to determine the effects of providing feedback (results of how frequently a variety of tasks had been performed) on the job satisfaction of Dental Therapy Assistants (DTA's) during the course of several levels of training, i.e., up to three months, four to nine months and 10 to 18 months. Trainees were predominantly…

  20. Job Satisfaction: An International Overview

    ERIC Educational Resources Information Center

    Thurman, J. E.

    1977-01-01

    An international comparison of job satisfaction levels strongly suggests that the idea of job satisfaction as a gauge of well-being at the workplace should be rejected, but that workers' reactions to aspects of their jobs may be meaningful. The article presents data from national surveys of managers, workers, and trade unions to explain this…

  1. When Being Able Is Not Enough. The Combined Value of Positive Affect and Self-Efficacy for Job Satisfaction in Teaching

    ERIC Educational Resources Information Center

    Moe, Angelica; Pazzaglia, Francesca; Ronconi, Lucia

    2010-01-01

    This study examines how good strategies and praxis interplay with positive affect and self-efficacy to determine a teacher's job satisfaction, in the hypothesis that teaching effectively does not in itself guarantee satisfaction: positive affect and self-efficacy beliefs are needed. Self-assessment scales, designed to assess the use of efficient…

  2. Learning and Job Satisfaction. Symposium.

    ERIC Educational Resources Information Center

    2002

    This symposium is comprised of three papers on learning and job satisfaction. "The Relationship Between Workplace Learning and Job Satisfaction in United States Small to Mid-Sized Businesses" (Robert W. Rowden) reports findings that revealed sufficient evidence to conclude that learning is pervasive in the small to mid-sized businesses studied;…

  3. Job Satisfaction in Fisheries Compared

    ERIC Educational Resources Information Center

    Pollnac, Richard; Bavinck, Maarten; Monnereau, Iris

    2012-01-01

    This article draws comparative lessons from seven job satisfaction studies on marine capture fishing that were recently carried out in nine countries and three geographical regions--Asia, Africa, and the Caribbean. The seven studies made use of an identical job satisfaction assessment tool and present information on a selection of metiers mainly…

  4. Job Satisfaction of University Faculty.

    ERIC Educational Resources Information Center

    Onuoha, Alphonso R. A.

    1980-01-01

    In testing Herzberg's two-factor theory of job satisfaction, it was found that theories of job satisfaction may be closely related to the methods used in collecting data; hence, the results of studies employing different methods raise questions about the validity of a particular theory. (Author/IRT)

  5. Research on Job Satisfaction of Elementary and High School Teachers and Strategies to Increase Job Satisfaction

    ERIC Educational Resources Information Center

    Fuming, Xu; Jiliang, Shen

    2007-01-01

    Job satisfaction is an important topic in teacher education research. Exploring the issue of teacher job satisfaction helps us gain a deeper understanding of teachers' mental state, such as their occupational attitudes, zeal for teaching, and work enthusiasm, which affects the quality of teaching and education. From an examination of teachers' job…

  6. Certified pediatric nurses' perceptions of job satisfaction.

    PubMed

    Wyatt, Janet; Harrison, Margaret

    2010-01-01

    The Pediatric Nursing Certification Board surveyed a national sample of 1354 hospital-based certified pediatric nurses (CPNs) to determine their perceptions of certification on job satisfaction and other factors. There is a substantial body of literature that demonstrates job satisfaction among nurses positively increases retention and reduces absenteeism and burnout. CPNs seek certification for a personal sense of achievement, professional recognition, and validation of clinical competency. The certified nurse survey respondents had self-reported high levels of job satisfaction and indicated that relationships with colleagues and a supportive work environment were very important to their levels of job satisfaction. The results of this study highlight important factors for hospitals to consider as they plan strategies and cost-effective ways to positively affect patient care and retain qualified pediatric nurses at the bedside.

  7. Job satisfaction of Asian Americans.

    PubMed

    Weaver, C N; Hinson, S

    2000-04-01

    Since Asian Americans have demographic and labor force characteristics more similar to Euro-Americans than African Americans, one might predict that their job satisfaction would be more like the former than the latter. And, because Asian Americans originating from different countries are heterogeneous in language, culture, and recency of immigration, one might predict that they may report obtaining different amounts of satisfaction from their jobs. However, data from 21 nationally representative opinion surveys from 1972 through 1996 suggest the opposite. Asian Americans (n = 199) reported job satisfaction more like African Americans (n = 1,231) than Euro-Americans (n = 10,709), and Asian Americans from China (n = 53), Japan (n = 44), India (n = 55), and the Philippines (n = 47) reported similar job satisfaction. These differences persisted when age, education, occupation, and personal income were held constant.

  8. Job satisfaction of Jamaican elementary school teachers

    NASA Astrophysics Data System (ADS)

    Rodgers-Jenkinson, Fay; Chapman, David W.

    1990-09-01

    This study investigated correlates of job satisfaction among public (N=190) and private (N=100) Jamaican elementary school teachers. Emphasis was on the identification of factors that could be affected through administrative intervention. Results indicated that the quality of school working conditions and respondents' relationships with other teachers were significantly related to satisfaction for both public and private school teachers. School prestige and parental encouragement were also significant predictors for public school teachers; leadership style, organizational structure, and teacher-parent relationships predicted job satisfaction for private school teachers. Implications of these findings for Jamaican education are discussed.

  9. Boys, Girls, and Others: Affectional Differences between Self-Identified Lesbian, Gay Male, and Bisexual Public School Teachers in Job Satisfaction, Job Stress, and Identity.

    ERIC Educational Resources Information Center

    Juul, Thomas P.

    This study used data from a national survey to examine the relationship of openness regarding sexual orientation to job satisfaction, job stress, and identity for self-identified homosexual and bisexual public school teachers. A survey was sent to participants through national, state, and urban based gay teacher organizations. Of the 1,350 surveys…

  10. 12-hour shifts: job satisfaction of nurses.

    PubMed

    Todd, C; Robinson, G; Reid, N

    1993-09-01

    A before and after study was carried out amongst staff of 10 wards of a county hospital before and after the introduction of a 12-hour shift system for nurses. The purpose was to investigate the impact of the shift system on job satisfaction. Some 320 nurses covering all qualified and unqualified grades were surveyed using a standard job satisfaction attitude scale. It was found that under the 12-hour shift both intrinsic and extrinsic factors of job satisfaction had been detrimentally affected. Considerable dissatisfaction was expressed about hours of work, conditions of work and the impact of the shift on domestic and social arrangements. The vast majority (83%) reported that they did not want to go on working the shift and there was support for the view that recruitment to nursing would be adversely affected by the shift.

  11. Job satisfaction in psychiatric nursing.

    PubMed

    Ward, M; Cowman, S

    2007-08-01

    In recent years, mental health services across Europe have undergone major organizational change with a move from institutional to community care. In such a context, the impact of change on the job satisfaction of psychiatric nurses has received little attention in the literature. This paper reports on the job satisfaction of psychiatric nurses and data were collected in 2003. The population of qualified psychiatric nurses (n = 800) working in a defined geographical health board area was surveyed. Methodological triangulation with a between-methods approach was used in the study. Data were collected on job satisfaction using a questionnaire adopted from the Occupational Stress Indicator. A response rate of 346 (43%) was obtained. Focus groups were used to collect qualitative data. Factors influencing levels of job satisfaction predominantly related to the nurses work location. Other factors influencing job satisfaction included choice of work location, work routine, off duty/staff allocation arrangements, teamwork and working environment. The results of the study highlight to employers of psychiatric nurses the importance of work location, including the value of facilitating staff with choices in their working environment, which may influence the recruitment and retention of nurses in mental health services. PMID:17635253

  12. Assessing physician job satisfaction and mental workload.

    PubMed

    Boultinghouse, Oscar W; Hammack, Glenn G; Vo, Alexander H; Dittmar, Mary Lynne

    2007-12-01

    Physician job satisfaction and mental workload were evaluated in a pilot study of five physicians engaged in a telemedicine practice at The University of Texas Medical Branch at Galveston Electronic Health Network. Several previous studies have examined physician satisfaction with specific telemedicine applications; however, few have attempted to identify the underlying factors that contribute to physician satisfaction or lack thereof. One factor that has been found to affect well-being and functionality in the workplace-particularly with regard to human interaction with complex systems and tasks as seen in telemedicine-is mental workload. Workload is generally defined as the "cost" to a person for performing a complex task or tasks; however, prior to this study, it was unexplored as a variable that influences physician satisfaction. Two measures of job satisfaction were used: The Job Descriptive Index and the Job In General scales. Mental workload was evaluated by means of the National Aeronautics and Space Administration Task Load Index. The measures were administered by means of Web-based surveys and were given twice over a 6-month period. Nonparametric statistical analyses revealed that physician job satisfaction was generally high relative to that of the general population and other professionals. Mental workload scores associated with the practice of telemedicine in this environment are also high, and appeared stable over time. In addition, they are commensurate with scores found in individuals practicing tasks with elevated information-processing demands, such as quality control engineers and air traffic controllers. No relationship was found between the measures of job satisfaction and mental workload. PMID:18047420

  13. Job satisfaction in health-care organizations

    PubMed Central

    Bhatnagar, Kavita; Srivastava, Kalpana

    2012-01-01

    Job satisfaction among health-care professionals acquires significance for the purpose of maximization of human resource potential. This article is aimed at emphasizing importance of studying various aspects of job satisfaction in health-care organizations. PMID:23766585

  14. Job Satisfaction in Correctional Officers.

    ERIC Educational Resources Information Center

    Diehl, Ron J.

    For more than a decade, correctional leaders throughout the country have attempted to come to grips with the basic issues involved in ascertaining and meeting the needs of correctional institutions. This study investigated job satisfaction in 122 correctional officers employed in both rural and urban prison locations for the State of Kansas…

  15. Job Satisfaction of Secondary School Teachers

    ERIC Educational Resources Information Center

    Crossman, Alf; Harris, Penelope

    2006-01-01

    Low job satisfaction has been cited as a possible cause of the current teaching crisis in the UK. This article reports on a study that examined job satisfaction among secondary school teachers in different types of secondary school. The results indicate a significant difference in the overall job satisfaction scores of teachers by type of school.…

  16. Job Satisfaction and Dissatisfaction Among Journalism Graduates

    ERIC Educational Resources Information Center

    Shaver, Harold C.

    1978-01-01

    A survey of the degree of job satisfaction felt by 404 news/editorial and advertising graduates indicates that journalism graduates develop satisfaction and dissatisfaction with jobs in a manner usually consistent with Frederick Herzberg's motivation-hygiene theory of job satisfaction. (GW)

  17. Organizational culture, job satisfaction, and clinician turnover in primary care.

    PubMed

    Hall, Charles B; Brazil, Kevin; Wakefield, Dorothy; Lerer, Trudy; Tennen, Howard

    2010-04-01

    The purpose of this study is to examine how organizational culture and job satisfaction affect clinician turnover in primary care pediatric practices. One hundred thirty clinicians from 36 primary care pediatric practices completed the Primary Care Organizational Questionnaire (PCOQ), which evaluates interactions among members of the practice and job-related attributes measuring 8 organizational factors, along with a separate 3-item instrument measuring job satisfaction. Random effects logistic models were used to assess the associations between job satisfaction, the organizational factors from the PCOQ, and clinician turnover over the subsequent year. All 8 measured organizational factors from the PCOQ, particularly perceived effectiveness, were associated with job satisfaction. Five of the 8 organizational factors were also associated with clinician turnover. The effects of the organizational factors on turnover were substantially reduced in a model that included job satisfaction; only 1 organizational factor, communication between clinicians and nonclinicians, remained significant (P = .05). This suggests that organizational culture affects subsequent clinician turnover primarily through its effect on job satisfaction. Organizational culture, in particular perceived effectiveness and communication, affects job satisfaction, which in turn affects clinician turnover in primary care pediatric practices. Strategies to improve job satisfaction through changes in organizational culture could potentially reduce clinician turnover. PMID:23804066

  18. The Job Training and Job Satisfaction Survey Technical Manual

    ERIC Educational Resources Information Center

    Schmidt, Steven W.

    2004-01-01

    Job training has become an important aspect of an employee's overall job experience. However, it is not often called out specifically on instruments measuring job satisfaction. This technical manual details the processes used in the development and validation of a survey instrument to measure job training satisfaction and overall job…

  19. Emotional Intelligence and Job Satisfaction

    NASA Astrophysics Data System (ADS)

    Hosseinian, Simin; Yazdi, Seyedeh-Monavar; Zahraie, Shaghayegh; Fathi-Ashtiani, Ali

    This study aims to investigate the effect of training some aspects of Emotional Intelligence (EI) on job satisfaction and productivity of employees. The results can help organizations to realize human capabilities and the way to improve them by paying more attention to psychological issues. We used a quasi-experimental method using a pre-test and a post-test designed with control group and a four-month follow-up. Study population consists of employees of Marine Installations and Construction Company. Considering variables like age, education and job rank, we selected 28 employees who earned the lowest score for EI. They were then randomly assigned to experimental and control groups. Each employee got job satisfaction and productivity questionnaires and their managers were given employee evaluation questionnaire. Then some aspects of EI were taught to the experimental group once a week for 10 sessions. Four months later, both groups were evaluated by managers. The results show that education did not increase employees` job satisfaction nor did it improve managers` evaluation. However, employees` productivity score after training sessions and managers` evaluation improved in the long run. The results reveal that training EI by further controlling the above-mentioned variables is effective and essential to improve human resources.

  20. [Burnout and job satisfaction among nursing professionals].

    PubMed

    Figueiredo-Ferraz, Hugo; Grau-Alberola, Ester; Gil-Monte, Pedro R; García-Juesas, Juan A

    2012-05-01

    The purpose of this study was to examine the relationship between burnout and job satisfaction among nursing professionals. The sample consisted of 316 staff nurses. The study was longitudinal, and not randomized. The gap between Time 1 (T1) and Time 2 (T2) was one year. Hierarchical regression analysis showed empirical evidence of the significant and negative effect of burnout (i.e., Emotional exhaustion and Depersonalization dimensions) at T1 on job satisfaction in T2. Significant results were also obtained that showed the influence of job satisfaction at T1 on burnout at T2 (i.e., Depersonalization dimension). The study concludes that there is a bidirectional and longitudinal relationship between burnout and job satisfaction. However, longitudinal effects of burnout at T1 on job satisfaction on T2 (i.e., burnout as antecedent of job satisfaction) are stronger than vice-versa (i.e., job satisfaction as antecedent of burnout).

  1. Twelve-hour shifts: burnout or job satisfaction?

    PubMed

    Dall'Ora, Chiara; Griffiths, Peter; Ball, Jane

    Job satisfaction and burnout in the nursing workforce are global concerns. Not only do job satisfaction and burnout affect the quality and safety of care, but job satisfaction is also a factor in nurses' decisions to stay or leave their jobs. Shift patterns may be an important aspect influencing wellbeing and satisfaction among nurses. Many hospitals worldwide are moving to 12-hour shifts in an effort to improve efficiency and cope with nursing shortages. But what is the effect of these work patterns on the wellbeing of nurses working on hospital wards? This article reports on the results of a study performed in 12 European countries exploring whether 12-hour shifts are associated with burnout, job satisfaction and intention to leave the job.

  2. Twelve-hour shifts: burnout or job satisfaction?

    PubMed

    Dall'Ora, Chiara; Griffiths, Peter; Ball, Jane

    Job satisfaction and burnout in the nursing workforce are global concerns. Not only do job satisfaction and burnout affect the quality and safety of care, but job satisfaction is also a factor in nurses' decisions to stay or leave their jobs. Shift patterns may be an important aspect influencing wellbeing and satisfaction among nurses. Many hospitals worldwide are moving to 12-hour shifts in an effort to improve efficiency and cope with nursing shortages. But what is the effect of these work patterns on the wellbeing of nurses working on hospital wards? This article reports on the results of a study performed in 12 European countries exploring whether 12-hour shifts are associated with burnout, job satisfaction and intention to leave the job. PMID:27180462

  3. Examining Correlates of Part-Time Faculty Affective Commitment and Job Satisfaction

    ERIC Educational Resources Information Center

    Duhn, Samantha Tiffany

    2013-01-01

    Changes in a multitude of factors including the economy, student enrollment, university goals and policies, and the available talent pool have created an imbalance in the supply and demand for qualified part-time faculty. The unmet demand has prompted university leaders to seek an understanding of part-time faculty affective commitment, job…

  4. Job Satisfaction among Women in Advertising.

    ERIC Educational Resources Information Center

    Pokrywczynski, James V.; Crowley, John H.

    A study examined job satisfaction among women in advertising. Subjects were 48 female respondents from a mail survey of membership of a Midwest advertising club. Two types of job satisfaction measures were used: items from the Minnesota Satisfaction Questionnaire and the action tendency scales developed by E. Locke. The results showed a high level…

  5. The Multivariate Nature of Professional Job Satisfaction.

    ERIC Educational Resources Information Center

    Wood, Donald A.; LeBold, William K.

    Discussed are two theories of professional job satisfaction--(1) unidimensional and (2) multidimensional with special reference to Herzberg's two factor theory. A national sample of over 3,000 engineering graduates responded to a questionnaire and satisfaction index. Analysis of results revealed that job satisfaction is multidimensional. Job…

  6. What Predicts Job Satisfaction in Malaysia?

    ERIC Educational Resources Information Center

    Kamarulzaman, Wirawani; Ibrahim, Mohd Burhan

    2012-01-01

    The purpose of this study is to address the gaps in the literature and to examine the predictors of job satisfaction. In this study, the hypothesized predictors influencing one's job satisfaction are a) gender, b) age, c) level of education, d) salary, e) role in the job, and f) years of working in the organization. This study used Minnesota…

  7. Job Satisfaction of Journalists and PR Personnel.

    ERIC Educational Resources Information Center

    Olson, Laury D. (Masher)

    1989-01-01

    Surveys job satisfaction of journalists and public relations personnel in the San Francisco Bay Area. Finds public relations personnel significantly more satisfied with both their jobs and profession. Concludes that the relatively lower levels of job satisfaction for journalists are largely a result of lack of autonomy. (SR)

  8. Administrator Job Satisfaction in Higher Education

    ERIC Educational Resources Information Center

    Howard-Baldwin, Tonia; Celik, Bekir; Kraska, Marie

    2012-01-01

    The purpose of the study was to investigate the job satisfaction of men and women administrators in higher education in a four-year university in the southeast. In addition, the study examined whether there was a relationship between gender and overall job satisfaction, work climate, and job structure. Data were collected in the spring of 2009. …

  9. Job Satisfaction among High School Athletic Administrators

    ERIC Educational Resources Information Center

    Green, Gregory; Reese, Shirley A.

    2006-01-01

    Coaching and supervising high school sport programs can be a rewarding, but stressful career. Many researchers have identified a close relationship between occupational stress and job satisfaction, or how one feels about the job (Burke 1971; Buck, 1972; Howard, 1978). Most studies of job satisfaction in education have tended to focus on teachers.…

  10. Rural Teacher Satisfaction: An Analysis of Beliefs and Attitudes of Rural Teachers' Job Satisfaction

    ERIC Educational Resources Information Center

    Huysman, John T.

    2008-01-01

    This study analyzed teachers' beliefs and attitudes affecting job satisfaction in one small, rural Florida school district. This mixed methods study included a self-administered survey of Likert-type items measuring 20 factors for job satisfaction and individual semi-structured interviews and focus groups. Several issues related to dissatisfaction…

  11. Unrewarding Work, Coworker Support, and Job Satisfaction. A Test of the Buffering Hypothesis.

    ERIC Educational Resources Information Center

    Ducharme, Lori J.; Martin, Jack K.

    2000-01-01

    A study of 2,505 workers indicated that co-worker social support enhances job satisfaction. Affective and instrumental support are both beneficial. However, neither type buffers the negative effects of job stress on satisfaction. (SK)

  12. Intelligence, Education, and Facets of Job Satisfaction.

    ERIC Educational Resources Information Center

    Ganzach, Yoav

    2003-01-01

    Analysis of two sets of National Longitudinal Survey data found that intelligence had a strong negative effect on intrinsic satisfaction, little effect on pay satisfaction, and positive association with desired job complexity, not expected pay. Education had a strong negative effect on pay satisfaction, little effect on intrinsic satisfaction, and…

  13. Job satisfaction and burnout among Palestinian nurses.

    PubMed

    Abushaikha, L; Saca-Hazboun, H

    2009-01-01

    An exploratory descriptive study design was used to investigate job satisfaction and burnout among Palestinian nurses. A random sample of 152 nurses was recruited from private hospitals. The instruments included a demographic questionnaire, the Minnesota satisfaction questionnaire and the Maslach burnout inventory. Respondents reported moderate levels of job satisfaction and moderate burnout. Palestinian nurses face many challenges in their daily work due to decreased chances of job advancement and emotional exhaustion which may lead to job dissatisfaction. Health care administrators and policy-makers have a responsibility to find solutions to problems that cause job dissatisfaction and burnout among nurses to ensure the delivery of quality health care services.

  14. Individual Differences in the Relationship between Satisfaction with Job Rewards and Job Satisfaction

    ERIC Educational Resources Information Center

    Hofmans, Joeri; De Gieter, Sara; Pepermans, Roland

    2013-01-01

    Although previous research often showed a positive relationship between pay satisfaction and job satisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward-job satisfaction relationship. For the…

  15. Factors Contributing to the Job Satisfaction of Principals, 1978-1988. A Study of How the Participation of Principals in the Managerial Process, Specifically Budgeting, Affects Their Job Satisfaction.

    ERIC Educational Resources Information Center

    Small, Ronald E.; Garrett, George W.

    This report summarizes a study investigating the relationship between the extent of elementary school principals' participation in the budgeting process and their job satisfaction. The study also explored the difference between principals' actual and desired role in budgeting. Two studies were conducted, one in 1978 and one in 1988, and were…

  16. The Hospital Work Environment And Job Satisfaction of Newly Licensed Registered Nurses.

    PubMed

    Unruh, Lynn; Zhang, Ning Jackie

    2014-01-01

    In prior studies, newly licensed registered nurses (NLRNs) described their job as being stressful. Little is known about how the hospital work environment affects their job satisfaction. A random sample of NLRNs were surveyed to assess the influence of hospital work environment on job satisfaction. Perceptions of greater job difficulty, job demands, and patient load were significantly related to lower job satisfaction. In contrast, being White, working 12-hour shifts, working more hours, and having more job control, greater professional tenure, and a perception of a better initial orientation were significantly related to higher job satisfaction.

  17. Factors that influence nurses' job satisfaction: a literature review.

    PubMed

    Al Maqbali, Mohammed Abdullah

    2015-05-01

    Job satisfaction has become a critical issue for healthcare organisations in recent years, particularly in nursing, because of potential labour shortages, their effect on patient care, and the associated costs. Work satisfaction is a major factor in nurse retention and the delivery of high quality care, but rapid changes in healthcare services have placed more demands on nurses and this has increased the need for organisations to consider ways to sustain and improve nurses' job satisfaction. To achieve this, they need to understand the factors that affect job satisfaction and dissatisfaction. This article reports the results of a literature review that was aimed at examining and reaching a deeper understanding of the factors related to nurses' job satisfaction.

  18. Factors that influence nurses' job satisfaction: a literature review.

    PubMed

    Al Maqbali, Mohammed Abdullah

    2015-05-01

    Job satisfaction has become a critical issue for healthcare organisations in recent years, particularly in nursing, because of potential labour shortages, their effect on patient care, and the associated costs. Work satisfaction is a major factor in nurse retention and the delivery of high quality care, but rapid changes in healthcare services have placed more demands on nurses and this has increased the need for organisations to consider ways to sustain and improve nurses' job satisfaction. To achieve this, they need to understand the factors that affect job satisfaction and dissatisfaction. This article reports the results of a literature review that was aimed at examining and reaching a deeper understanding of the factors related to nurses' job satisfaction. PMID:25921909

  19. Job Satisfaction Among Gerontological Social Workers in Ontario, Canada.

    PubMed

    Simons, Kelsey; An, Sofiya

    2015-01-01

    Little is known about job satisfaction among Canada's social work workforce in aging, although social workers remain a key component of interdisciplinary care in health and social service settings. This study begins to address this gap in knowledge by examining individual, interpersonal, and job-design factors influencing the job satisfaction of gerontological social workers in Ontario. Data were collected via two online surveys with a sample drawn from the Ontario Association of Social Workers' membership list (N = 104). A multiple regression model explained 37% of the variance in job satisfaction, F = 5.47[10, 93], p < .001). Three independent variables were significant (positive affect, β = .21; promotional chances, β = .21; and client acuity, β = -.18). The results suggest the importance of promoting strategies for enhancing job satisfaction, advancing promotional opportunities for social work clinicians, and providing educational and clinical supports to clinicians. PMID:26156048

  20. Examination of Alternative Models of Job Satisfaction

    ERIC Educational Resources Information Center

    Aldag, Ramon J.; Brief, Arthur P.

    1978-01-01

    Researchers have generally assumed overall job satisfaction to be an additive function of weighted job satisfaction facet scores. This paper considers the linear compensatory model as well as two nonlinear alternatives. Available from: Ramon J. Aldag, University of Wisconsin, 1155 Observatory Drive, Madison, Wisconsin 53706. (Author)

  1. Nursing Job Satisfaction: Three Basic Questions.

    ERIC Educational Resources Information Center

    Black, F. S.; Black, Ruby Lindsey

    The theoretical relationships between employee job satisfaction and employee behavior, and the factors that influence job satisfaction among nurses are considered, along with the type of research that should be conducted on this topic. Although major contributions to the theory of human needs have been made by Maslow and by Herzberg, the…

  2. Predictors of Instrumental Music Teacher Job Satisfaction

    ERIC Educational Resources Information Center

    Bryant, Robert Louis, III

    2012-01-01

    Previous research studies related to teacher quality have found that teacher attrition rates are at an all-time high. Although much research has been conducted in the area of job satisfaction within the general teaching population, few studies of job satisfaction exist for instrumental music teachers. The purpose of this correlational study was to…

  3. Job Satisfaction among Elementary School Teachers

    ERIC Educational Resources Information Center

    Chambers, Sandy Kay Bass

    2010-01-01

    This study examined teacher job satisfaction as influenced by school factors. One hundred and twenty-four elementary teachers, from one large urban school district in North Carolina, rated their level of job satisfaction. The independent variables were schools factors of (a) academic achievement, (b) student racial composition, and (c) social…

  4. Education and Job Satisfaction: A Questionable Payoff.

    ERIC Educational Resources Information Center

    Baldi de Mandilovitch, Martha S.; Quinn, Robert P.

    The relationship between education and job satisfaction has not been sufficiently well documented to qualify as unquestionable. Published research on the subject either fails to adequately assess the influence of education on job satisfaction or is too occupationally and/or geographically limited to form the basis for generalization. To examine on…

  5. Main Factors of Job Satisfaction among Primary School Educators: Factor Analysis of the Greek Reality

    ERIC Educational Resources Information Center

    Saiti, Anna

    2007-01-01

    Job satisfaction is an important issue, but remains a complex one as it is difficult to measure. A wide range of factors such as the working environment, its manner of organisation, demography and individual circumstances, etc., can substantially affect the level of job satisfaction attained by individuals. Job satisfaction and the teaching…

  6. Changes in Situational and Dispositional Factors as Predictors of Job Satisfaction

    ERIC Educational Resources Information Center

    Keller, Anita C.; Semmer, Norbert K.

    2013-01-01

    Arguably, job satisfaction is one of the most important variables with regard to work. When explaining job satisfaction, research usually focuses on predictor variables in terms of levels but neglects growth rates. Therefore it remains unclear how potential predictors evolve over time and how their development affects job satisfaction. Using…

  7. Job satisfaction trends during nurses' early career

    PubMed Central

    Murrells, Trevor; Robinson, Sarah; Griffiths, Peter

    2008-01-01

    Background Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses. Methods Nurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach. Results No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses. Conclusion The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed. PMID:18534023

  8. The Changing Distribution of Job Satisfaction.

    ERIC Educational Resources Information Center

    Hamermesh, Daniel S.

    2001-01-01

    Satisfaction among male workers in upper earnings brackets increased from 1978-1996; similar results were found in Germany for 1984-1996. Little relationship between job satisfaction and persistent earnings inequality was found. Recent shocks to earnings mattered more to current and recent changes in satisfaction than did distant shocks.…

  9. The effect of job and environmental factors on job satisfaction in automotive industries.

    PubMed

    Dawal, Siti Zawiah Md; Taha, Zahari

    2006-01-01

    A methodology was developed for diagnosing industrial work, which includes questionnaire, observation, measurements, data collection and statistical analysis. A survey was conducted to investigate the relationship between job satisfaction and factors that affect work design in 2 automotives manufacturing companies in Malaysia. A basic work design model was proposed. The aim of this model was to determine the factors that influence employees' perception towards their work. A set of multiple-choice questionnaires was developed and data was collected by interviewing employees at a production plant. The survey focused on job and environmental factors. The results supported the proposed model and showed that job and environmental factors were significantly related to job satisfaction. They highlighted the significant influence of age, work experience and marital status on job satisfaction. Further, environmental factors, especially the surroundings, context dependence and the building's function, also had a significant impact on job satisfaction.

  10. Explaining Changes in Mothers' Job Satisfaction Following Childbirth.

    ERIC Educational Resources Information Center

    Holtzman, Mellisa; Glass, Jennifer

    1999-01-01

    Pregnant women (n=227) interviewed before and six and 12 months after childbirth reported declines in job satisfaction following birth. The following factors positively or negatively affected satisfaction: length of leave, ability to work at home, 30 to 35-hour work week, evening/rotating shifts, supervisor support, and child-care environment. (SK)

  11. Strategic collaborative quality management and employee job satisfaction

    PubMed Central

    Mosadeghrad, Ali Mohammad

    2014-01-01

    Background: This study aimed to examine Strategic Collaborative Quality Management (SCQM) impact on employee job satisfaction. Methods: The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees’ job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. Results: The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. Conclusion: This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees’ job satisfaction. However, the success of quality management needs top management commitment and stability. PMID:24847482

  12. Job Satisfaction of Female and Male Superintendents: The Influence of Job Facets and Contextual Variables as Potential Predictors

    ERIC Educational Resources Information Center

    Young, I. Phillip; Kowalski, Theodore J.; McCord, Robert S.; Petersen, George J.

    2012-01-01

    A descriptive multiple regression approach was used to assess the job satisfaction of female and male public school superintendents taking part in a decennial survey conducted by AASA. Self-reported job satisfaction of public school superintendents was regressed on their affective reactions to specific job facets (supervision, co-workers, and…

  13. Hospital RN job satisfaction and nurse unions.

    PubMed

    Seago, Jean Ann; Spetz, Joanne; Ash, Michael; Herrera, Carolina-Nicole; Keane, Dennis

    2011-03-01

    The objective of the study was to examine whether unionization is associated with job satisfaction among RNs in the United States using nationally representative surveys of RNs. Factors that predict job satisfaction for RNs in healthcare continue to be of great concern to nurse administrators and managers because job satisfaction remains an important aspect of nurse retention. In addition, the notion of having unions for RNs has also gained prominence on the national stage. The relationship between RN job satisfaction and having an RN union has rarely been studied, but in 2 studies, a paradox was found; hospitals with RN unions had higher job dissatisfaction but greater retention. This study will test the relationship between having an RN union and job satisfaction with data that are both more recent and nationally representative. We analyze the public-use data from the 2004 and 2008 National Sample Surveys of Registered Nurses. In both 2004 and 2008, union representation was negatively associated with job satisfaction, although this relationship was not statistically significant in 2008. Some nurse administrators and executives would not be surprised by this finding. However, although union nurses may express more dissatisfaction, they may also be more vocal and less fearful about voicing concerns. If managers can harness this ability of the nurses to be articulate and outspoken, working with unions and union nurses can be productive and satisfying.

  14. Burnout and Job Satisfaction among Student Support Services Personnel.

    ERIC Educational Resources Information Center

    Brewer, Ernest W.; Clippard, Laura Faye

    2002-01-01

    Measures of burnout and job satisfaction completed by 166 college student support services staff revealed a significant negative relationship between emotional exhaustion and job satisfaction; significant positive relationship between personal accomplishment and job satisfaction; and a significant relationship between job satisfaction and three…

  15. Role Overload, Job Satisfaction, Leisure Satisfaction, and Psychological Health among Employed Women

    ERIC Educational Resources Information Center

    Pearson, Quinn M.

    2008-01-01

    Role overload, job satisfaction, leisure satisfaction, and psychological health were measured for 155 women who were employed full time. Role overload was negatively correlated with psychological health, job satisfaction, and leisure satisfaction. Job satisfaction and leisure satisfaction were positively correlated with psychological health.…

  16. Job Satisfaction of Secondary Content Area Leaders

    ERIC Educational Resources Information Center

    Roberts, Christine K.

    2012-01-01

    Educational researchers have examined both observed and perceived influences of the job satisfaction levels of secondary teachers and post-secondary department chairs. However, researchers have largely ignored a third group of educators: secondary Content Area Leaders (CALs). The overall satisfaction levels and the potentially influencing factors…

  17. Academics Job Satisfaction and Job Stress across Countries in the Changing Academic Environments

    ERIC Educational Resources Information Center

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

    This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven…

  18. Job satisfaction and importance of work aspects related to predominant values and reactivity.

    PubMed

    Zalewska, A M

    1999-01-01

    The aim of the study is to answer whether 2 predominant values--achievement or social relations--and reactivity influence (a) the importance of work aspects, (b) satisfaction with them and overall job satisfaction, (c) connections between overall job satisfaction and satisfaction with work aspects. Bank employees were investigated with the Strelau Temperament Inventory-Revised by Strelau, Angleitner, Bantelman, and Ruch (1990, reactivity), Orientation to Work Values Inventory by Seifert and Bergmann (1983, values), and Work Description Inventory by Neuberger and Allerbeck (1978; importance and satisfaction with work aspects, overall job satisfaction). Predominant values, reactivity, and their interaction influence the importance of work aspects. The values affect overall job satisfaction and satisfaction with Conditions. Reactivity does not affect overall job satisfaction, but it strongly influences the structure of satisfaction with work aspects, and low-reactives compared to high-reactives are more satisfied with 4 out of the 7 considered aspects. Among the high-reactives, connections between overall job satisfaction and satisfaction with work aspects depend on their predominant values. It was concluded that reactivity can modify regulative functions of personal values towards overall job satisfaction: The values have a rather declarative character for low-reactives, but meeting aspirations connected with their values is very important for high-reactives' job satisfaction. PMID:10657923

  19. Job Satisfaction of High School Journalism Educators.

    ERIC Educational Resources Information Center

    Dvorak, Jack; Phillips, Kay D.

    Four research questions are posed to explore the job satisfaction of high school journalism educators. A national random sample of 669 respondents shows that journalism educators are generally satisfied with their jobs--more so than teachers in other disciplines. Multiple regression analysis using Herzberg's motivation-hygiene theory as a…

  20. Job Satisfaction among Texas School Couselors

    ERIC Educational Resources Information Center

    Alghali, Patricia

    2011-01-01

    The purpose of this study was to examine the influence of selected demographic and educational factors on the job satisfaction of school counselors. Specifically, this study was concerned with the influenced of the variables ethnicity, gender, age, years of working experience, level of education, and school level on the level of job satisfaction…

  1. On the heritability of job satisfaction: the mediating role of personality.

    PubMed

    Ilies, Remus; Judge, Timothy A

    2003-08-01

    In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on job satisfaction. Using estimates of the dispositional source of job satisfaction according to 2 dispositional frameworks--the five-factor model and positive affectivity-negative affectivity (PA-NA)--and behavioral-genetic estimates of the heritabilities of job satisfaction and the dispositional factors, the authors computed the proportion of genetic variance in job satisfaction that is explained by these trait frameworks. Results indicate that the affectivity model is a stronger mediator of genetic effects on job satisfaction than the five-factor model. PA and NA mediate about 45% of the genetic influences on job satisfaction, whereas the five-factor model mediates approximately 24% of these genetic effects. PMID:12940413

  2. The Relationship between Satisfaction with Workplace Training and Overall Job Satisfaction

    ERIC Educational Resources Information Center

    Schmidt, Steven W.

    2007-01-01

    Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a "satisfaction with…

  3. Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

    PubMed Central

    Ho, Wen-Hsien; Chang, Ching Sheng; Shih, Ying-Ling; Liang, Rong-Da

    2009-01-01

    Background The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses. Methods With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing. Results According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment. Conclusion As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress

  4. Predictors of Job Satisfaction Among Staff Working With the Aged.

    ERIC Educational Resources Information Center

    Neale, Anne Victoria; And Others

    Severe problems in turnover and absenteeism among workers in geriatric and long-term care organizations have sparked great interest in the impact of job satisfaction on the quality of care provided to the elderly. The Job Description Index (JDI) is a job satisfaction index which measures satisfaction with several dimensions of the job: co-workers,…

  5. Job Satisfaction of Developmentally Disabled Workers in Competitive Employment.

    ERIC Educational Resources Information Center

    Judd, Patricia A.; And Others

    The job satisfaction of 35 developmentally disabled workers (17 to 38 years old) placed into competitive employment over a 2.5 year period was assessed. The Job Satisfaction Survey which measures satisfaction with the job itself, with the work group, with the company, and with the pay and job status, was administered orally in structured interview…

  6. Hospital restructuring and physician job satisfaction: an empirical study.

    PubMed

    Mascia, Daniele; Morandi, Federica; Cicchetti, Americo

    2014-02-01

    The adoption of clinical directorates through the internal reconfiguration of hospital organizations has been one of the most widespread restructuring interventions in many Western European countries. Despite its extensive adoption, a lack of knowledge remains on the analysis of how this reorganization affects professionals' job satisfaction. This paper contributes to the debate on clinical directorates by exploring how the structural characteristics of newly adopted organizational models influence physician's job satisfaction. More than 300 physicians in 18 clinical directorates in the Italian National Health Service were surveyed regarding their overall job satisfaction following the introduction of departmental arrangements. Survey results were then linked to another survey that classified newly adopted models according to the criteria used to merge hospital wards into directorates, by recognizing "Process-integration", "Specialty-integration" and "Mixed-integration" types of directorates. Our findings show that structural aspects of change significantly influenced overall job satisfaction, and that a physician's openness to experience moderated the adoption and implementation of new clinical directorates. Specifically, results demonstrate that physicians with high openness to experience scores were more receptive to the positive impacts of change on overall job satisfaction. Implications for how these findings may facilitate organizational shifts within hospital settings are discussed.

  7. Characteristics of Appraisal Systems That Promote Job Satisfaction of Teachers

    ERIC Educational Resources Information Center

    Deneire, Alexia; Vanhoof, Jan; Faddar, Jerich; Gijbels, David; Van Petegem, Peter

    2014-01-01

    This article examines if and how characteristics of appraisal systems used for secondary school teachers affect job satisfaction. Using multilevel analyses on data of 3 473 teachers in Flanders (Belgium), we found that appraisals with a developmental purpose and appraisals perceived as being a fair judgement, both have a positive impact on job…

  8. The Impact of Life Events on Job Satisfaction

    ERIC Educational Resources Information Center

    Georgellis, Yannis; Lange, Thomas; Tabvuma, Vurain

    2012-01-01

    Employing fixed effects regression techniques on longitudinal data, we investigate how life events affect employees' job satisfaction. Unlike previous work-life research, exploring mostly contemporaneous correlations, we look for evidence of adaptation in the years following major life events. We find evidence of adaptation following the first…

  9. Job Satisfaction: Factor Analysis of Greek Primary School Principals' Perceptions

    ERIC Educational Resources Information Center

    Saiti, Anna; Fassoulis, Konstantinos

    2012-01-01

    Purpose: The purpose of this paper is to investigate the factors that affect the level of job satisfaction that school principals experience and, based on the findings, to suggest policies or techniques for improving it. Design/methodology/approach: Questionnaires were administered to 180 primary school heads in 13 prefectures--one from each of…

  10. Hong Kong Teachers' Sources of Stress, Burnout, and Job Satisfaction.

    ERIC Educational Resources Information Center

    Tang, Tak-On; Yeung, Alexander Seeshing

    This study investigated factors that affected stress, burnout, and job satisfaction among Hong Kong high school teachers. First, the researchers interviewed former Hong Kong teachers to determine possible teacher stress sources. On the basis of their suggested list of stress sources, the researchers created a questionnaire that included items…

  11. Adult Job Satisfaction and Motives for Professional Parachurch Work.

    ERIC Educational Resources Information Center

    Wilson, Fred R.

    1984-01-01

    This article investigates the relationship of adult job satisfaction and motives for parachurch workers. Results indicate clearly that job satisfaction was significantly related to certain aspects of motivation for religious ministry. (Author/SSH)

  12. Relationships between Accountability, Job Satisfaction, and Trust.

    ERIC Educational Resources Information Center

    Thoms, Peg; Dose, Jennifer J.; Scott, Kimberly S.

    2002-01-01

    Survey responses from 264 manufacturing workers revealed a significant relationship between job satisfaction and perceived accountability to coworkers and managers. Accountability was significantly positively related to trust in supervisors/managers. The only aspect of accountability that had explanatory power was manager and coworker awareness of…

  13. Job Satisfaction among Minnesota High School Principals

    ERIC Educational Resources Information Center

    Heyd, Steven DuWayne

    2010-01-01

    It has been reported the demands of the high school principalship in the United States has deterred qualified candidates from accepting the position. The purpose of this study was to investigate levels of job satisfaction among Minnesota high school principals within a potentially dwindling supply of qualified candidates as reported in other…

  14. Burnout and Job Satisfaction among Counselor Educators

    ERIC Educational Resources Information Center

    Sangganjanavanich, Varunee Faii; Balkin, Richard S.

    2013-01-01

    The relationship between burnout and job satisfaction among counselor educators was investigated. A total of 220 full-time counselor educators participated in this quantitative research study. Emotional exhaustion seemed to be the most significant predictor of burnout among counselor educators. Implications for counselor education and future…

  15. Value Orientation, Organizational Rewards, and Job Satisfaction.

    ERIC Educational Resources Information Center

    Cascio, Wayne F.

    The nationwide sales force (N=540) of a large food and beverage firm responded to a mail survey designed to investigate the role of value orientation as a moderator of the relationship between organizational rewards and job satisfaction. Of the two main elements in the investigation, the first was concerned with the predictive efficiency of two…

  16. Review of Air Force Job Satisfaction Research.

    ERIC Educational Resources Information Center

    Gould, R. Bruce

    A comprehensive plan for job satisfaction research has been developed as an outgrowth of the USAF Occupational Survey Program. The long-range goal of the plan is retention of qualified military personnel. This document reviews the basic steps of the plan and discusses projects and findings to date. Discussion centers on the following: (1) an…

  17. Home Visitor Job Satisfaction and Turnover.

    ERIC Educational Resources Information Center

    Buchbinder, Sharon B.; Duggan, Anne K.; Young, Elizabeth; Fuddy, Loretta; Sia, Cal

    This paper summarizes findings of a 3-year study of the job satisfaction and turnover of home visitors, both professional and paraprofessional, in programs which link families-at-risk for impaired functioning to medical home care and other resources. Specifically, the study examined: (1) home visitor personal characteristics that influence…

  18. Job and Career Satisfaction among Advertising Practitioners.

    ERIC Educational Resources Information Center

    Jugenheimer, Donald W.

    A questionnaire survey of 300 advertising practitioners was used to determine the degree of job and career satisfaction among advertising practitioners. The subjects were separated according to whether they worked for advertising agencies, advertisers, or advertising media; 100 subjects in each area were selected from the prestigious directories…

  19. Job Search Methods, Job Search Outcomes, and Job Satisfaction of College Graduates: A Comparison of Race and Sex.

    ERIC Educational Resources Information Center

    Mau, Wei-Cheng; Kopischke, Amie

    2001-01-01

    Surveys college graduates regarding their job-seeking behaviors and outcomes. Examined race and sex differences among the job search strategies used; number of job interviews; number of job offers; annual salary; and job satisfaction. Results indicated significant differences in underemployment and job satisfaction as a function of race, and in…

  20. Instructional Coach Job Satisfaction: An Exploration of Role Stressors

    ERIC Educational Resources Information Center

    Debacker, Jeffrey Paul

    2013-01-01

    This mixed methods dissertation examines the relationships between role conflict and job satisfaction, role ambiguity and job satisfaction, and role conflict and job satisfaction within a convenience sample of American instructional coaches (n = 46). Theoretically, this analysis is formed by Merton's idea of role-sets and how instructional…

  1. Job Satisfaction: A Possible Integration of Two Theories

    ERIC Educational Resources Information Center

    Hazer, John T.

    1976-01-01

    The author proposes an integration of Herzberg's two-factor theory of job satisfaction (job satisfaction/dissatisfaction as two separate, parallel continua) and traditional theory (job satisfaction/dissatisfaction sharing the same continuum) and a rationale for deciding which motivation methods to use for employees with differeing levels of…

  2. Sex, Wage-Earner Status, Occupational Level, and Job Satisfaction.

    ERIC Educational Resources Information Center

    Lee, Raymond; And Others

    1981-01-01

    Investigates the relationship between wage-earner status, occupational level, and job satisfaction. Findings of this study suggest that sex is a more important determinant of job satisfaction than wage-earner status, and occupational level is a better predictor of job satisfaction than either sex or wage-earner status. (Author)

  3. Administrative Staff Members' Job Competency and Their Job Satisfaction in a Korean Research University

    ERIC Educational Resources Information Center

    Jung, Jisun; Shin, Jung Cheol

    2015-01-01

    The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…

  4. Foundations of Job Satisfaction in the Media Industries.

    ERIC Educational Resources Information Center

    DeFleur, Margaret H.

    1992-01-01

    Examines classic sources on job satisfaction, including Adam Smith, Karl Marx, and the Hawthorne studies. Studies the job satisfaction of 1,526 mass communication graduates and compares satisfaction levels across the 9 different media fields. Finds a clear hierarchy of satisfaction within the nine fields. (SR)

  5. Components of Job Satisfaction in Psychiatric Social Workers.

    ERIC Educational Resources Information Center

    Marriott, Anne; And Others

    1994-01-01

    Surveyed 188 psychiatric social workers, finding overall positive level of job satisfaction. Overall job satisfaction was found to be primarily determined by position satisfaction. Major correlate of position satisfaction was professional respect received from other disciplines and not specific tasks performed. Results showed importance of…

  6. Job Satisfaction of Certified Nurse Midwives: An Examination

    ERIC Educational Resources Information Center

    Hampton, Gerald M.; Peterson, Robin T.

    2012-01-01

    Health care providers face pressure to reduce costs and enhance patient satisfaction. One approach is to employ primary care providers such as nurse practitioners, physician assistants, and certified nurse midwives. Since there is a positive relationship between job satisfaction and patient satisfaction, positive job satisfaction on the part of…

  7. Job Satisfaction, Disgruntlement and Insider Risk

    SciTech Connect

    Eisele, Gerhard R; Coates, Cameron W

    2010-01-01

    The prediction of future events and trends was the purview of fortune tellers and science writers; however futuristic studies are now an acceptable form of sociological research including workplace dynamics. The nuclear industry is also affected by workplace trends which currently indicate that there will be fewer jobs and individuals who are employed will be required to have greater technical skills. This reshaping of the workforce is partially due to an aging workforce and diversity within the work environment. The reshaping brings with it the need for greater productivity and employee expectations for increased pay and/or benefits. If employee satisfaction is not realized there is a real possibility of disgruntled employees who then become a potential insider risk to the organization. Typically this is an individual who has been employed for several years, becomes dissatisfied with the job, or some other aspect of their life. If the dissatisfaction is directly related to work the individual may retaliate in a destructive manner. Perceived inequities are a major factor and directly related to situational pressures, opportunity, and personal integrity. It is known that the greatest losses within an organization are attributed to employees working alone or in a conspiracy with fellow employees who engage in theft and other fraudulent activities. In the nuclear industry this threat is intensified by the nature of the work, the materials employees come in contact with and the potential of an occurrence that could adversely affect a large geographic region and/or the security of a country. The paper will address motivating factors, recommendations, and include a profile discussion of a possible disgruntled employee.

  8. Increasing Job Satisfaction among Child Care Workers through the Training of First-Level Supervisors.

    ERIC Educational Resources Information Center

    Bonsutto, Angelo

    The high, voluntary turnover of child and youth care staff at a residential treatment center was due primarily to low job satisfaction levels. Since the relationship between employees and supervisors directly affects job satisfaction, it was posited that a training intervention focusing on improving the employee support skills of first-level…

  9. Effect of Time Management Program on Job Satisfaction for Head Nurses

    ERIC Educational Resources Information Center

    Elsabahy, Hanan ELsayed; Sleem, Wafaa Fathi; El Atroush, Hala Gaber

    2015-01-01

    Background: Time management and job satisfaction all related to each other and greatly affect success of organization. Subjects and Methods: The study aimed to evaluate the efficacy of a designed program of time management on job satisfaction for head nurses. A Quasi-experimental design was used for a total number of head nurses participated. Two…

  10. Work, Productivity, and Job Satisfaction. An Evaluation of Policy-Related Research.

    ERIC Educational Resources Information Center

    Katzell, Raymond A.; And Others

    This report is a multi-disciplinary evaluation of policy-related research (which met relatively high standards of scientific validity) dealing with features of work affecting both the productivity and job satisfaction of employees. Its purpose is to determine whether and how worker job satisfaction and productivity together may be enhanced by…

  11. Relating Training to Job Satisfaction: A Survey of Online Faculty Members

    ERIC Educational Resources Information Center

    Hoekstra, Brian

    2014-01-01

    The purpose of this study was to determine whether training affected the job satisfaction reported by online faculty members. A convenience sample of 492 Iowa Community College Online Consortium (ICCOC) faculty members were invited to participate in a quantitative survey, and 148 responded. Overall Job Satisfaction was operationalized through the…

  12. Teacher Morale and Job Satisfaction in the State of New Jersey

    ERIC Educational Resources Information Center

    Bagolie, Rosaura

    2012-01-01

    This study explored factors that affect teacher morale and job satisfaction in New Jersey's reform environment. This study was conducted to determine if a statistically significant correlation exists between teacher morale and job satisfaction in the state of New Jersey and whether the proposed reforms to pension, benefits, and tenure have…

  13. Nursing satisfaction and job enrichment in Turkey.

    PubMed

    Oztürk, Havva; Bahcecik, Nefise; Baumann, Steven L

    2006-10-01

    Survey research was conducted with the aim of better understanding nurses' perceptions of organizational factors which relate to their job satisfaction and motivation in Turkey. Nurses (N = 290) who were employed at a training and research hospital, part of the Turkish Republic Ministry of Health, were included. The questionnaire used was developed for this study based on Hackman and Oldman's job enrichment theory. The results showed that only one third of the nurse leaders and one in five of the staff nurses reported being satisfied with their job. The participants saw the five core job dimensions of Hackman and Oldman's work design model: skill variety, task identity, task significance, autonomy, and feedback as important for nurses. Nursing was described by the participants as hard and challenging, but they also found it meaningful and said that it gave them the opportunity to use their skills and abilities. PMID:16982725

  14. Determinants of job satisfaction among radiation therapy faculty.

    PubMed

    Swafford, Larry G; Legg, Jeffrey S

    2009-01-01

    Job satisfaction is one of the most significant predictors of employee retention in a variety of occupational settings, including health care and education. A national survey of radiation therapy educators (n = 90) has indicated that respondents are not satisfied with their jobs based on data collected using the Minnesota Satisfaction Questionnaire (MSQ). To predict the factors associated with job satisfaction or dissatisfaction, the authors used a nine-item questionnaire derived from the MSQ. Educators were grouped according to their job satisfaction scores, and multiple discriminant analysis was used to determine which factors were predictive of satisfaction among groups of educators. Statistical results indicate that ability utilization, institutional support, compensation, personnel, and job characteristics were key determinants of job satisfaction among radiation therapy educators. These results may better inform faculty and administration of important factors that can promote job satisfaction and retain faculty in radiation therapy education programs.

  15. Intensive care nurses' perception of futility: job satisfaction and burnout dimensions.

    PubMed

    Özden, Dilek; Karagözoğlu, Şerife; Yildirim, Gülay

    2013-06-01

    Suffering repeated experiences of moral distress in intensive care units due to applications of futility reflects on nurses' patient care negatively, increases their burnout, and reduces their job satisfaction. This study was carried out to investigate the levels of job satisfaction and exhaustion suffered by intensive care nurses and the relationship between them through the futility dimension of the issue. The study included 138 intensive care nurses. The data were obtained with the futility questionnaire developed by the researchers, Maslach Burnout Inventory and Minnesota Satisfaction Questionnaire. It was determined that nurses who agreed to the proposition that the application of futility demoralizes health-care professionals had low levels of job satisfaction but high levels of depersonalization. It was determined that nurses had moderate levels of job satisfaction, emotional exhaustion, and personal achievements but high levels of sensitivity. Nurses' job satisfaction and sensitivities are positively affected when they consider that futility does not contradict the purposes of medicine.

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

    PubMed

    Kohan, Andrea; O'Connor, Brian P

    2002-05-01

    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. PMID:12206279

  17. Job satisfaction and dissatisfaction amongst neonatal nurses.

    PubMed

    Williamson, S

    1993-06-01

    This study was conducted against the background of the concerns expressed in the press about the difficulties in recruiting and retaining nurses and midwives who were trained and experienced in the field of neonatal nursing. A small study (N = 50) was undertaken in one regional unit using semi-structured interviews. The interview schedule covered a broad range of topics which were identified in the literature as exerting an influence on job satisfaction and dissatisfaction. A relationship between job satisfaction/dissatisfaction, staff turnover, and recruitment was demonstrated. Unfortunately the clinical regrading exercise had a complex effect, which could not be fully assessed within the narrow terms of reference of this study. Interestingly the majority of the respondents found their work stimulating and rewarding. However, the overriding factor which was said to exert a negative influence at work was the way their individual contribution to neonatal care was valued by senior medical and nursing/midwifery colleagues. PMID:8332096

  18. Job satisfaction and turnover intention among Jordanian nurses in psychiatric units.

    PubMed

    Alsaraireh, Faris; Quinn Griffin, Mary T; Ziehm, Scott R; Fitzpatrick, Joyce J

    2014-10-01

    Psychiatric nursing has been identified as a stressful occupation, and this stress could affect individuals' health, well-being, and job satisfaction. The stress of nurses might also affect the organization in terms of absenteeism and quality of care. The purpose of this study was to examine the relationship between job satisfaction and turnover intention among Jordanian nurses in the psychiatric units of the Jordanian National Mental Health Center. A descriptive, correlational, cross-sectional design was used. Nurses were asked to complete a demographic data sheet and questionnaires regarding job satisfaction and turnover intention. Of the 179 questionnaires distributed, 154 were completed, with an 86% response rate. The results revealed a statistically-significant negative relationship between job satisfaction and turnover intention. The findings of the study are consistent with previous research regarding the negative relationship between job satisfaction and turnover intention. The findings provide new information about Jordanian nurses who work in government hospital psychiatric services.

  19. Job Satisfaction of University Academics: Perspectives from Uganda

    ERIC Educational Resources Information Center

    Ssesanga, Karim; Garrett, Roger M.

    2005-01-01

    Although several studies in the affluent world have examined the job satisfaction and dissatisfaction of lecturers in higher education, little is known about academic job satisfaction in the low-resource countries. This study probes those factors contributing to academic satisfaction and dissatisfaction in higher education in the developing world.…

  20. The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

    PubMed

    Antón, Concha

    2009-06-01

    Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

  1. Job Satisfaction of Teachers and Organizational Effectiveness of Elementary Schools.

    ERIC Educational Resources Information Center

    Knopp, Robert; O'Reilly, Robert R.

    The purpose of this study was to examine the relationship between job satisfaction of teachers and perceived school effectiveness. Questionnaires were distributed to teachers in 75 elementary schools in Ontario, Canada. A job description index and the concept of organizational effectiveness were used to measure job satisfaction variables of work,…

  2. Primary School Principals' Job Satisfaction and Occupational Stress

    ERIC Educational Resources Information Center

    Darmody, Merike; Smyth, Emer

    2016-01-01

    Purpose: The purpose of this paper is to explore the factors associated with occupational stress and job satisfaction among Irish primary school principals. A principal's job has become increasingly demanding and complex in recent decades. However, there is little current research into their levels of stress and job satisfaction, particularly…

  3. Job Satisfaction and Locus of Control in an Academic Setting

    ERIC Educational Resources Information Center

    Stachowiak, Bonni J.

    2010-01-01

    This study explored any relationships that existed between faculty members' locus of control and job satisfaction at a small, private, faith-based university. Two demographic variables were also analyzed in the findings: number of years teaching in higher education and tenure status. The job satisfaction instrument used was the Job in General…

  4. Do School Counselors Matter? Mattering as a Moderator between Job Stress and Job Satisfaction

    ERIC Educational Resources Information Center

    Rayle, Andrea Dixon

    2006-01-01

    The relationships of perceived mattering to others, job-related stress, and job satisfaction were examined for 388 elementary, middle, and high school counselors from across the United States. Participants completed the School Counselor Mattering Scale, the School Counselor Job-Stress Assessment, and several job satisfaction questions in order to…

  5. Elementary Resource Room Teachers' Job Stress and Job Satisfaction in Taoyuan County, Taiwan

    ERIC Educational Resources Information Center

    Cheng, Yuan-Wen; Ren, Lillian

    2010-01-01

    Background: Job satisfaction and job stress have been shown to be consistently related in a range of school education studies. The purpose of this research was to investigate how well the job satisfaction of resource room teachers in Taiwan may be predicted through an understanding of their job stress and demographic characteristics. Method: A…

  6. Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context

    ERIC Educational Resources Information Center

    Klassen, Robert M.; Usher, Ellen L.; Bong, Mimi

    2010-01-01

    This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was…

  7. Principals' Self-Efficacy: Relations with Job Autonomy, Job Satisfaction, and Contextual Constraints

    ERIC Educational Resources Information Center

    Federici, Roger A.

    2013-01-01

    The purpose of the present study was to explore relations between principals' self-efficacy, perceived job autonomy, job satisfaction, and perceived contextual constraints to autonomy. Principal self-efficacy was measured by a multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Job autonomy, job satisfaction, and contextual…

  8. Job satisfaction, job stress and psychosomatic health problems in software professionals in India

    PubMed Central

    Madhura, Sahukar; Subramanya, Pailoor; Balaram, Pradhan

    2014-01-01

    This questionnaire based study investigates correlation between job satisfaction, job stress and psychosomatic health in Indian software professionals. Also, examines how yoga practicing Indian software professionals cope up with stress and psychosomatic health problems. The sample consisted of yoga practicing and non-yoga practicing Indian software professionals working in India. The findings of this study have shown that there is significant correlation among job satisfaction, job stress and health. In Yoga practitioners job satisfaction is not significantly related to Psychosomatic health whereas in non-yoga group Psychosomatic Health symptoms showed significant relationship with Job satisfaction. PMID:25598623

  9. Impact of Job Satisfaction on Greek Nurses' Health-Related Quality of Life

    PubMed Central

    Ioannou, Panagiotis; Katsikavali, Vassiliki; Galanis, Petros; Velonakis, Emmanuel; Papadatou, Danai; Sourtzi, Panayota

    2015-01-01

    Background Employee job satisfaction and its relationship with health and quality of life has been an issue of major concern over the past decades. Nurses experience difficult working conditions that affect their job satisfaction, health, and quality of life. Methods A cross-sectional study was undertaken in three general hospitals and their respective health centers. Stratified random sampling by level of education was used, and 508 nurses and nursing assistants were included. A self-administered anonymous questionnaire, which included the Measure of Job Satisfaction, the 36-item Short Form Health Survey, as well as demographic details, education, and work conditions data, was used. Results Greek nurses were found to be dissatisfied with their job according to the total score of the job satisfaction scale, although personal satisfaction and satisfaction with support had had higher scores. Their general health was reported as average, because of physical and mental health problems, low vitality, low energy, and increased physical pain. Multivariate linear regression analysis revealed that males and those wishing to stay in the job had higher physical and mental health. Increased job satisfaction was related to increased physical and mental health. Conclusion Although Greek nurses are not satisfied with their work, those with high levels of job satisfaction had better health-related quality of life. The findings suggest that improvement of the work environment would contribute to a healthier and more satisfied nursing workforce. PMID:26929845

  10. Job satisfaction and turnover intent among hospital social workers in the United States.

    PubMed

    Pugh, Greg L

    2016-08-01

    Feelings of job satisfaction and turnover intentions among social workers affect work quality for both social workers and the people for whom they provide services. Existing literature on job satisfaction among hospital social workers is limited, and is overly focused on issues of compensation. There is job satisfaction research with hospital nurses available for comparison. Other informative social work research on job satisfaction and turnover exists in mental health and generally, across settings. Research on turnover intent in social work is primarily from child welfare settings and may not generalize. The literature notes gaps and contradictions about predictors of job satisfaction and turnover intent. Using a large national dataset of hospital social workers, this research clarifies and fills gaps regarding hospital social workers, and explores how Herzberg's theory of work can clarify the difference between sources of job dissatisfaction and job satisfaction. Findings include hospital social workers reporting high job satisfaction and that demographics do not contribute to the predictive models. The findings do support centralized social work departments and variety in the job functions of hospital social workers, and are consistent with the theoretical framework. PMID:27322030

  11. Job satisfaction and turnover intent among hospital social workers in the United States.

    PubMed

    Pugh, Greg L

    2016-08-01

    Feelings of job satisfaction and turnover intentions among social workers affect work quality for both social workers and the people for whom they provide services. Existing literature on job satisfaction among hospital social workers is limited, and is overly focused on issues of compensation. There is job satisfaction research with hospital nurses available for comparison. Other informative social work research on job satisfaction and turnover exists in mental health and generally, across settings. Research on turnover intent in social work is primarily from child welfare settings and may not generalize. The literature notes gaps and contradictions about predictors of job satisfaction and turnover intent. Using a large national dataset of hospital social workers, this research clarifies and fills gaps regarding hospital social workers, and explores how Herzberg's theory of work can clarify the difference between sources of job dissatisfaction and job satisfaction. Findings include hospital social workers reporting high job satisfaction and that demographics do not contribute to the predictive models. The findings do support centralized social work departments and variety in the job functions of hospital social workers, and are consistent with the theoretical framework.

  12. Job characteristics, core self-evaluations, and job satisfaction: what's age got to do with it?

    PubMed

    Besen, Elyssa; Matz-Costa, Christina; Brown, Melissa; Smyer, Michael A; Pitt-Catsouphes, Martha

    2013-01-01

    There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent to which several job characteristics and core self-evaluations varied in their relationships with job satisfaction for workers of different ages. Findings suggest that the positive relationships between job satisfaction and skill variety, autonomy, and friendship weaken as employee age increases, while the positive relationships between job satisfaction and dealing with others, task identity, task significance, feedback, and core self-evaluations did not vary with age. The findings extend previous research by examining how the factors important for job satisfaction vary for employees of different ages.

  13. Toward an international measure of job satisfaction.

    PubMed

    Misener, T R; Haddock, K S; Gleaton, J U; Abu Ajamieh, A R

    1996-01-01

    The purpose of this study was to assess the validity of the McCloskey/Mueller Satisfaction Scale (MMSS) in the West Bank, a dissimilar society and culture from the United States, where the instrument was developed. A second purpose was to measure the correlation between the MMSS total score and a single-item measure of job satisfaction. In contrast to the 31-item scale with eight factors of Mueller and McCloskey, four factors emerged in the current study: Interaction, Extrinsic Rewards, Control Over Work Environment, and Professional Participation. The resulting model is more similar to the original 1974 McCloskey conceptual framework than the 1990 eight-factor model. PMID:8604370

  14. Job satisfaction and perceptions of health.

    PubMed

    Peterson, M; Wilson, J

    1996-09-01

    Workers' perceptions of health have become one focus of research on the costs of health care, yet little is understood about the relationship between perceptions of health and perceptions of work. An exploratory cross-sectional study was conducted on a large southern university campus to determine if perceptions of select facets of work were related to perceptions of health. Results indicated that satisfactory perceptions of coworkers was the strongest predictor of current and future health perceptions, and the strongest predictor of perceptions of resistance to illness. Other significant job-facet predictors of health perceptions were autonomy, the work done on the present job, and pay. Satisfaction with supervision and opportunities for promotion were not predictive of health-perception measures. Implications for enhanced employee health include a greater emphasis on coworker relationships, especially in the current context of organizational change in business and industry. PMID:8877838

  15. The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia.

    PubMed

    Dawal, Siti Zawiah Md; Taha, Zahari

    2007-12-01

    A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.

  16. Influence of employees' attachment styles on their life satisfaction as mediated by job satisfaction and burnout.

    PubMed

    Reizer, Abira

    2015-01-01

    The aim of this study was to obtain better insight into the associations between attachment styles and employees' life satisfaction. This was achieved by examining the mediating roles of burnout and job satisfaction. Three hundred and thirty-nine employees, from a convenience community sample, participated in the current study. Results of the mediation model indicated that the associations between avoidance and life satisfaction were mediated by burnout and job satisfaction. However, the associations between attachment anxiety and life satisfaction were mediated by burnout but not by job satisfaction. Theoretical and practical implications for organizations and for attachment theory at work are discussed.

  17. Coping Work Strategies and Job Satisfaction Among Iranian Nurses

    PubMed Central

    Ghiyasvandian, Shahrzad; Adera Gebra, Addis

    2014-01-01

    Context: Nursing is a stressful job that could create physical and psychological disorders. Many studies presented information on stress, effects of coping strategies, and job satisfaction of nurses within health setting. We aimed to identify and describe nursing stresses, coping strategies and job satisfaction of Iranian nurses who are working or worked in different wards. Evidence Acquisition: In this review, we studied peer-reviewed journal articles on the field of stress, coping strategies and job satisfaction in nursing practice, especially Iranian nurses, which were published between 2000 and 2013. In this regard, we searched databases of PubMed, Elsevier, Google, BMJ, PMC, and MEDLINE. Results: The majority of the studies (60%) had analyzed the effect of coping strategies, experiences and perception of job-related stresses in Iranian nurses working in hospitals. In some of the reviewed studies (60%), the majority of the samples enrolled Iranian nurses. Forty percent of studies selected a maximum sample size of 565 (44%) participants in 2011. Nursing stress scale employed at 30% of the studies was the most commonly used strategy. This reviewed studies also revealed a combined measurement (60% of studies), based on categorical stress measurement, effects of coping strategies, and job satisfaction methods. Three studies explored the relationship between job stress and job satisfaction. For instance, the majority (74.4%) of nurses reported job satisfaction. Conclusions: Effect of coping strategies and job satisfaction on Iranian nurses is a well-accepted issue and has important positive outcomes on several areas of health discipline. PMID:25068050

  18. Is the job satisfaction of primary care team members associated with patient satisfaction?

    PubMed

    Szecsenyi, Joachim; Goetz, Katja; Campbell, Stephen; Broge, Bjoern; Reuschenbach, Bernd; Wensing, Michel

    2011-06-01

    BACKGROUND Previous research has shown a correlation between physician job satisfaction and patient satisfaction with quality of care, but the connection between job satisfaction of other primary care team members and patient satisfaction is yet unclear. OBJECTIVE To evaluate whether there is an association between patient satisfaction and job satisfaction of the members of patient care teams. DESIGN The study was based on data from the European Practice Assessment and used an observational design. SETTING 676 primary care practices in Germany. PARTICIPANTS 47 168 patients, 676 general practitioners (practice principals), 305 physician colleagues (trainees and permanently employed physicians) and 3011 non-physician practice members (nurses, secretaries). MAIN OUTCOME MEASURES Patient evaluation was measured using the 23-item EUROPEP questionnaire. Job satisfaction was measured using the 10-item Warr-Cook-Wall job satisfaction scale and further items relating to practice structure. Bivariate correlations were applied in which factors of patient satisfaction and practice structure were compared with physicians and non-physicians satisfaction. RESULTS Patient satisfaction correlates positively with the general job satisfaction of the non-physician (r=0.25, p<0.01) and no significant correlation was found for the general job satisfaction of practice principals and physician colleagues. Patients' satisfaction with the practice organisation correlates positively with the general job satisfaction of the non-physicians (r=0.30, p<0.01) and their view of practice structure (r=0.29, p<0.01). CONCLUSIONS The correlation between non-physician team member satisfaction and patient satisfaction was higher than the correlation between satisfaction of physicians and patients. Patients seem to be sensitive to aspects of practice structure.

  19. Is the job satisfaction of primary care team members associated with patient satisfaction?

    PubMed Central

    Goetz, Katja; Campbell, Stephen; Broge, Bjoern; Reuschenbach, Bernd; Wensing, Michel

    2011-01-01

    Background Previous research has shown a correlation between physician job satisfaction and patient satisfaction with quality of care, but the connection between job satisfaction of other primary care team members and patient satisfaction is yet unclear. Objective To evaluate whether there is an association between patient satisfaction and job satisfaction of the members of patient care teams. Design The study was based on data from the European Practice Assessment and used an observational design. Setting 676 primary care practices in Germany. Participants 47 168 patients, 676 general practitioners (practice principals), 305 physician colleagues (trainees and permanently employed physicians) and 3011 non-physician practice members (nurses, secretaries). Main outcome measures Patient evaluation was measured using the 23-item EUROPEP questionnaire. Job satisfaction was measured using the 10-item Warr–Cook–Wall job satisfaction scale and further items relating to practice structure. Bivariate correlations were applied in which factors of patient satisfaction and practice structure were compared with physicians and non-physicians satisfaction. Results Patient satisfaction correlates positively with the general job satisfaction of the non-physician (r=0.25, p<0.01) and no significant correlation was found for the general job satisfaction of practice principals and physician colleagues. Patients' satisfaction with the practice organisation correlates positively with the general job satisfaction of the non-physicians (r=0.30, p<0.01) and their view of practice structure (r=0.29, p<0.01). Conclusions The correlation between non-physician team member satisfaction and patient satisfaction was higher than the correlation between satisfaction of physicians and patients. Patients seem to be sensitive to aspects of practice structure. PMID:21262790

  20. Relationship between cynicism and job satisfaction: exploration of mechanisms.

    PubMed

    Srivastava, Abhishek; Adams, John W

    2011-02-01

    Personality traits related to evaluation of other people and the world are important to study in relation to job satisfaction, which itself is an evaluation of various facets of a job, including the social dimensions. Accordingly, the relationship between cynicism and job satisfaction was studied. Cynicism was expected to be negatively related to job satisfaction, employees' perceptions of job enrichment, quality of leader-member exchange, and support from coworkers. Survey data from 105 employees in a diverse set of organizations (M age = 48 yr.; 50% women; M work experience = 28 yr.; 73% had >16 yr. education) were subjected to hierarchical regression. Individuals high in Cynicism were likely to have lower job satisfaction, job enrichment, quality of leader-member exchange, and perceptions of co-worker support.

  1. The use of social networking services and their relationship with the big five personality model and job satisfaction in Korea.

    PubMed

    Kim, Hyondong; Chung, Yang Woon

    2014-10-01

    Social networking services (SNSs) have been garnering attention from society due to their recent rapid growth. This study examines whether SNS use can affect the relationship between the Big Five personality model and individual job satisfaction. Based on a sample of 1,452 workers in Korea, the results of this study indicate that the Big Five personality model (extroversion, agreeableness, and neuroticism) was significantly related to individual job satisfaction. Further, SNS use moderated the relationship between extroversion and neuroticism with individual job satisfaction. Also, SNS use was found to increase job satisfaction of Korean workers who are more extroverted, while it also affected job satisfaction of Korean workers with low agreeableness. As SNS use plays an important role in the workplace, it is necessary to realize and appreciate the importance of SNSs in shaping and promoting job satisfaction of working individuals. PMID:25127246

  2. The use of social networking services and their relationship with the big five personality model and job satisfaction in Korea.

    PubMed

    Kim, Hyondong; Chung, Yang Woon

    2014-10-01

    Social networking services (SNSs) have been garnering attention from society due to their recent rapid growth. This study examines whether SNS use can affect the relationship between the Big Five personality model and individual job satisfaction. Based on a sample of 1,452 workers in Korea, the results of this study indicate that the Big Five personality model (extroversion, agreeableness, and neuroticism) was significantly related to individual job satisfaction. Further, SNS use moderated the relationship between extroversion and neuroticism with individual job satisfaction. Also, SNS use was found to increase job satisfaction of Korean workers who are more extroverted, while it also affected job satisfaction of Korean workers with low agreeableness. As SNS use plays an important role in the workplace, it is necessary to realize and appreciate the importance of SNSs in shaping and promoting job satisfaction of working individuals.

  3. Job Characteristics, Core Self-Evaluations, and Job Satisfaction: What's Age Got to Do with It?

    ERIC Educational Resources Information Center

    Besen, Elyssa; Matz-Costa, Christina; Brown, Melissa; Smyer, Michael A.; Pitt-Catsouphes, Martha

    2013-01-01

    There is a well-established relationship between age and job satisfaction. To date, there is little research about how many well-known predictors of job satisfaction, specifically job characteristics and core self-evaluations, may vary with age. Using a multi-worksite sample of 1,873 employed adults aged 17 to 81, this study evaluated the extent…

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

    PubMed

    Shimazu, Akihito; Shimazu, Miyuki; Odahara, Tsutomu

    2004-04-01

    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.

  5. Organizational Communication and Job Satisfaction in Australian Catholic Primary Schools

    ERIC Educational Resources Information Center

    De Nobile, John J.; McCormick, John

    2008-01-01

    Job satisfaction has been associated with a variety of behaviours relating to communication. However, very little research has been conducted in primary schools encompassing job satisfaction and a range of communication variables. This study investigated the relationships between aspects of organizational communication and facets of job…

  6. Work Values and Job Satisfaction of Family Physicians

    ERIC Educational Resources Information Center

    Bouwkamp-Memmer, Jennifer C.; Whiston, Susan C.; Hartung, Paul J.

    2013-01-01

    Theory and prior research suggest linkages between work values and job satisfaction. The present study examined such linkages in a group of workers in a professional occupation. Family physicians (134 women, 206 men, 88% Caucasian) responded to context-specific measures of work values and job satisfaction. ANOVA results indicated a work values…

  7. Understanding Job Satisfaction and its Relationship to Student Academic Performance

    ERIC Educational Resources Information Center

    Knox, Jeffrey A.; Anfara, Vincent A., Jr.

    2013-01-01

    There is a direct correlation between the variables of teacher job satisfaction and student academic achievement (Brookover & Lezotte, 1979; Mertler, 2002; Wynne, 1980). One would assume that schools that are not making AYP are doing everything possible to be removed from this status. One may also hypothesize that teacher job satisfaction is…

  8. Moderation of P-E Fit--Job Satisfaction Relations

    ERIC Educational Resources Information Center

    Dik, Bryan J.; Hansen, Jo-Ida C.

    2011-01-01

    Research investigating Holland's congruence hypothesis (e.g., that the degree of fit between persons and work environments predicts outcomes such as job satisfaction) has revealed a mixture of significant and nonsignificant results. The current study tested the possibility that congruence-job satisfaction relations are moderated by work centrality…

  9. Professional Myopia: Job Satisfaction and the Management of Teachers.

    ERIC Educational Resources Information Center

    Mercer, David; Evans, Barbara

    1991-01-01

    Documents greater teacher attrition in the United Kingdom than previously realized and demands a halt to this trend. Urges increasing teacher managers' awareness of factors diminishing job satisfaction, an important factor influencing decisions to leave the profession. Presents three job satisfaction models used in business with possible…

  10. Teachers: Emotional Intelligence, Job Satisfaction, and Organizational Commitment

    ERIC Educational Resources Information Center

    Anari, Nahid Naderi

    2012-01-01

    Purpose: The purpose of this study is to investigate the relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment among high-school English teachers. Furthermore, the study aims to examine the role of gender and age in…

  11. Work Rewards, Job Satisfaction and Accreditation in Long Day Care.

    ERIC Educational Resources Information Center

    Lyons, M. F.

    1997-01-01

    Surveyed Australian child-care workers on job satisfaction. Found that although 80% indicated satisfaction with their job, 40% said they frequently thought of quitting. Found a past and projected turnover rate of about 30%; although workers' qualifications and skills base have increased significantly in the past decade, the accreditation process…

  12. Research Productivity and Job Satisfaction of University Faculty.

    ERIC Educational Resources Information Center

    Schultz, Jerelyn B.; Chung, Yonsuk L.

    1988-01-01

    The impact of work-related variables on research productivity and job satisfaction for university faculty was investigated. Questionnaires assessing work performance, demographic characteristics, and job satisfaction were completed by 132 faculty members. Type of appointment and involvement with professional organizations were found to predict…

  13. Elementary Teachers' Perceptions of Administrators and Job Satisfaction

    ERIC Educational Resources Information Center

    Davis, Christen M.

    2012-01-01

    The purpose of this study was to investigate administrative influence on teacher job satisfaction based on the perspectives of teachers using Frederick Herzberg, Bernard Mausner, and Barbara Snyderman's Two-Factor Theory on job satisfaction as the theoretical framework. This study also explored the administrative actions and behaviors that…

  14. Job Satisfaction in a South African Academic Library in Transition

    ERIC Educational Resources Information Center

    Hart, Genevieve

    2010-01-01

    Job satisfaction was investigated at a South African university library undergoing change on many fronts. The study included 31 members of staff and the data were gathered via interviews/questionnaires, informed by standard HRM job satisfaction theory. The study found a "love-hate" relationship between respondents and their work. The key positive…

  15. Study of Job Satisfaction among Elementary School Teachers in Shanghai

    ERIC Educational Resources Information Center

    Zhongshan, Zhang

    2007-01-01

    Teacher job satisfaction, as an important index of school efficacy, has drawn the attention of education administrators and researchers. In recent years, Chen Yunying and Sun Shaobang (1994), Feng Bolin (1996), and Chen Weiqi (1998) have conducted studies of job satisfaction among secondary and elementary school teachers in such places as Beijing,…

  16. Job Satisfaction among Young European Higher Education Graduates

    ERIC Educational Resources Information Center

    Mora, Jose-Gines; Garcia-Aracil, Adela; Vila, Luis E.

    2007-01-01

    The effects of diverse education-related variables on job satisfaction scores are analysed using a sample of European higher education graduates at early stages of their working life. Ordered choice models for job satisfaction are estimated including as explanatory diverse educational variables such as field of study, graduates' evaluation of…

  17. Predictors of Job Satisfaction among Selected Agriculture Faculty

    ERIC Educational Resources Information Center

    Foor, Ryan M.; Cano, Jamie

    2011-01-01

    The construct of job satisfaction is rooted in Maslow's Hierarchy of Needs and Herzberg's Motivator-Hygiene Theory. The current study was conducted to ascertain the level of job satisfaction of faculty members specializing in agricultural communication, agricultural leadership, agricultural teacher education, and extension education and to…

  18. A Theoretical Analysis of Faculty Job Satisfaction/Dissatisfaction.

    ERIC Educational Resources Information Center

    Hill, Malcolm

    1987-01-01

    This study examines the issue of job satisfaction of college faculty from the perspective of Herzberg's "two-factor" theory and assesses the utility of the theory. Data from 1,089 full-time faculty in 20 college and university campuses supports that "intrinsic" factors contribute primarily to job satisfaction. (Author/LMO)

  19. Job Satisfaction of Academic Librarians: A Review of Literature.

    ERIC Educational Resources Information Center

    Mirfakhrai, Mohammad H.

    This literature review on job satisfaction of academic librarians is divided into two sections. The first section deals with the conceptual framework which includes two theoretical approaches to job satisfaction. These theories include Maslow's Needs Hierarchy Theory and Herzberg's Two-Factor (Motivation/Hygiene) Theory. Criticisms of these…

  20. The Relationship of Organizational Commitment and Superintendent Job Satisfaction

    ERIC Educational Resources Information Center

    Williams, Todd

    2012-01-01

    The purpose of this study was to examine the relationship between superintendent job satisfaction and organizational commitment. Surveys were sent electronically to superintendents (N = 470) of Texas mid-size schools to collect data to test for relationships of variables and constructs associated with job satisfaction and components of…

  1. Factors Influencing the Job Satisfaction of Academics in Higher Education

    ERIC Educational Resources Information Center

    Schulze, S.

    2006-01-01

    Since there has not been much research focus on job satisfaction in Higher Education in South Africa, this article describes the job satisfaction of these academics in times of transformation. A survey design involved 94 respondents from similar departments at a residential and a distance education institution. A questionnaire focused on teaching,…

  2. A Multidimensional Perspective of Faculty Mentoring and Job Satisfaction during the First Year of Teaching at Lindenwood University

    ERIC Educational Resources Information Center

    Mueller, Carla

    2012-01-01

    Higher education requires exemplary faculty to provide a high quality education to college-level students. When faculty is new to an institution, issues of transition can affect job satisfaction negatively. The literature concludes that job satisfaction can affect retention of quality personnel. As a result, college and university administrators…

  3. Pediatric nurses' grief experience, burnout and job satisfaction.

    PubMed

    Adwan, Jehad Z

    2014-01-01

    Correlations among grief, burnout, and job satisfaction among highly satisfied pediatric nurses were examined using the Revised Grief Experience Inventory (RGEI), Maslach Burnout Inventory (MBI), and Index of Work Satisfaction (IWS). Results showed that grief had significant correlations; positive with burnout, negative with job satisfaction. RN's reported significantly higher emotional exhaustion if their primary patients died and higher guilt if patients died younger. Conclusions suggest a dynamic statistical interaction among nurses' grief, burnout, and job satisfaction representing a pathway to intention to leave their unit, organization, or nursing. Recommendations include implementation and evaluation of grief intervention and education programs.

  4. Pediatric nurses' grief experience, burnout and job satisfaction.

    PubMed

    Adwan, Jehad Z

    2014-01-01

    Correlations among grief, burnout, and job satisfaction among highly satisfied pediatric nurses were examined using the Revised Grief Experience Inventory (RGEI), Maslach Burnout Inventory (MBI), and Index of Work Satisfaction (IWS). Results showed that grief had significant correlations; positive with burnout, negative with job satisfaction. RN's reported significantly higher emotional exhaustion if their primary patients died and higher guilt if patients died younger. Conclusions suggest a dynamic statistical interaction among nurses' grief, burnout, and job satisfaction representing a pathway to intention to leave their unit, organization, or nursing. Recommendations include implementation and evaluation of grief intervention and education programs. PMID:24582646

  5. Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan.

    PubMed

    Chao, Ming-Che; Jou, Rong-Chang; Liao, Cing-Chu; Kuo, Chung-Wei

    2015-03-01

    Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan.

  6. Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan.

    PubMed

    Chao, Ming-Che; Jou, Rong-Chang; Liao, Cing-Chu; Kuo, Chung-Wei

    2015-03-01

    Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan. PMID:24174390

  7. Factors influencing job satisfaction of oncology nurses over time.

    PubMed

    Cummings, Greta; Olson, Karin; Raymond-Seniuk, Christy; Lo, Eliza; Masaoud, Elmabrok; Bakker, Debra; Fitch, Margaret; Green, Esther; Butler, Lorna; Conlon, Michael

    2013-01-01

    In this study, we tested a structural equation model to examine work environment factors related to changes in job satisfaction of oncology nurses between 2004 and 2006. Relational leadership and good physician/nurse relationships consistently influenced perceptions of enough RNs to provide quality care, and freedom to make patient care decisions, which, in turn, directly influenced nurses' job satisfaction over time. Supervisor support in resolving conflict and the ability to influence patient care outcomes were significant influences on job satisfaction in 2004, whereas, in 2006, a clear philosophy of nursing had a greater significant influence. Several factors that influence job satisfaction of oncology nurses in Canada have changed over time, which may reflect changes in work environments and work life. These findings suggest opportunities to modify work conditions that could improve nurses' job satisfaction and work life.

  8. HIV Stigma and Nurse Job Satisfaction in Five African Counties

    PubMed Central

    Chirwa, Maureen L.; Greeff, Minrie; Kohi, Thecla W.; Naidoo, Joanne R.; Makoae, Lucy N.; Dlamini, Priscilla S.; Kaszubski, Christopher; Cuca, Yvette P.; Uys, Leana R.; Holzemer, William L.

    2009-01-01

    This study explored the demographic and social factors, including perceived HIV stigma, that influence job satisfaction in nurses from 5 African countries. A cross-sectional survey was conducted of nurses (n = 1,384) caring for patients living with HIV infection in Lesotho, Malawi, South Africa, Swaziland, and Tanzania. Total job satisfaction in this sample was lower than 2 comparable studies in South Africa and the United Kingdom. The subscale, Personal Satisfaction, was the highest in this sample as in the other 2. Job Satisfaction scores differed significantly among the 5 countries and these differences were consistent across all subscales. A hierarchical regression demonstrated that mental and physical health, marital status, education level, urban/rural setting, and perceived HIV stigma had significant influences on job satisfaction. Perceived HIV stigma was the strongest predictor of job dissatisfaction. These findings provide new areas for intervention strategies that might enhance the work environment for nurses in these countries. PMID:19118767

  9. HIV stigma and nurse job satisfaction in five African countries.

    PubMed

    Chirwa, Maureen L; Greeff, Minrie; Kohi, Thecla W; Naidoo, Joanne R; Makoae, Lucy N; Dlamini, Priscilla S; Kaszubski, Christopher; Cuca, Yvette P; Uys, Leana R; Holzemer, William L

    2009-01-01

    This study explored the demographic and social factors, including perceived HIV stigma, that influence job satisfaction in nurses from 5 African countries. A cross-sectional survey was conducted of nurses (n = 1,384) caring for patients living with HIV infection in Lesotho, Malawi, South Africa, Swaziland, and Tanzania. Total job satisfaction in this sample was lower than 2 comparable studies in South Africa and the United Kingdom. The Personal Satisfaction subscale was the highest in this sample, as in the other 2. Job satisfaction scores differed significantly among the 5 countries, and these differences were consistent across all subscales. A hierarchical regression showed that mental and physical health, marital status, education level, urban/rural setting, and perceived HIV stigma had significant influence on job satisfaction. Perceived HIV stigma was the strongest predictor of job dissatisfaction. These results provide new areas for intervention strategies that might enhance the work environment for nurses in these countries. PMID:19118767

  10. The pharmacy supervisor and the employee pharmacist's job satisfaction.

    PubMed

    North, M A; Kirk, K W

    1990-05-01

    It seems obvious that satisfaction with one's immediate supervisor would have a significant impact on one's general job satisfaction. However, this relationship has received little attention in the pharmacy literature. This study was designed to determine 1) whether there are differences in job-related satisfaction between pharmacists whose immediate supervisors are pharmacists and those whose supervisors are not pharmacists, and 2) whether the occurrence of conflict between a pharmacist and his or her immediate supervisor is related to the employee pharmacist's job and career satisfaction. The most pronounced finding was the importance of supervisors being pharmacists: satisfaction on five of six satisfaction subscales was related to whether one's supervisor was a pharmacist. Moreover, pharmacists who had the fewest conflicts and disagreements with their supervisors were more satisfied with their choice of pharmacy as a career, their employers, their supervisors, and their jobs. PMID:2337022

  11. Social Information Processing and Job Characteristics: A Simultaneous Test of Two Theories with Implications for Job Satisfaction.

    ERIC Educational Resources Information Center

    Pollock, Timothy G.; Whitbred, Robert C.; Contractor, Noshir

    2000-01-01

    Tests two theories regarding the factors that influence job satisfaction in an organizational setting: the job characteristic theory, and the social information processing theory. Finds individuals' job satisfaction is predicted by objective characteristics of the job, and an individual's level of job satisfaction is influenced by the job…

  12. The association between job satisfaction and general health among employees of Golestan Hospital in Ahvaz, Iran

    PubMed Central

    Khiavi, Farzad Faraji; Dashti, Rezvan; Zergani, Nadia

    2016-01-01

    Introduction Job satisfaction is one of the most challenging organizational concepts, and it is the basis of management policies to increase productivity and efficiency of the organization. The general health rate may affect job satisfaction in several ways. This study aimed to determine the association between job satisfaction and general health among employees of Golestan Hospital in Ahvaz, Iran. Methods The study population of this cross-sectional research included 100 employees of Golestan Hospital in Ahvaz, Iran. The data collection instruments were the General Health Questionnaire (28-GHQ) and the Job Descriptive Index (JDI) questionnaire. The data were analyzed using Pearson’s product-moment correlation coefficient, independent samples t-test, and ANOVA statistical tests in SPSS software. Results The mean general health was calculated as 26.19 ± 11.04, which indicated a positive psychiatric condition. Job satisfaction with a mean score of 89.67 ± 23.3 was deemed to be relatively dissatisfied. A medium negative and significant association was observed between job satisfaction and general health and its subscales (physical health, anxiety, social, and depression). Conclusions General health subscales and job satisfaction are associated. Some actions must be planned to cope with the negative factors in general health in order to increase employees’ satisfaction in university educational hospitals. PMID:27280002

  13. Work Related Stress, Burnout, Job Satisfaction and General Health of Nurses

    PubMed Central

    Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

    2015-01-01

    Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes. PMID:25588157

  14. Work related stress, burnout, job satisfaction and general health of nurses.

    PubMed

    Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

    2015-01-12

    Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes.

  15. The Superintendency--Focus on Job Satisfaction & Morale.

    ERIC Educational Resources Information Center

    Kline, Charles E.

    After defining morale and satisfaction and briefly examining writings on school superintendent job satisfaction and morale, the author describes the School Superintendent Morale Measure (SSMM), an objective measure of superintendent morale and satisfaction. From an initial 148 items and 14 factors included on the basis of presumed ability to…

  16. Wage Equity and Female Job Satisfaction: The Role of Wage Differentials in a Job Satisfaction Causal Model.

    ERIC Educational Resources Information Center

    Hagedorn, Linda Serra

    1996-01-01

    Using data from a national survey of faculty, a study examined the role of male/female wage differentials in a model of job satisfaction for full-time female faculty. Results indicated that as gender-based wage differentials increased, females' global job satisfaction decreased, with the effect mainly in faculty perceptions of the institution.…

  17. Intrinsic Job Satisfaction, Overall Satisfaction, and Intention to Leave the Job among Nursing Assistants in Nursing Homes

    ERIC Educational Resources Information Center

    Decker, Frederic H.; Harris-Kojetin, Lauren D.; Bercovitz, Anita

    2009-01-01

    Purpose: We examined predictors of intrinsic job satisfaction, overall satisfaction, and intention to leave the job among nursing assistants (NAs). Design and Methods: The study focused on NAs who worked 30 or more hours per week in a nursing home. Data on 2,146 NAs meeting this criterion came from the 2004 National Nursing Assistant Survey, the…

  18. Happiness and job satisfaction in a casino-dominated economy.

    PubMed

    Zeng, Zhonglu; Forrest, David; McHale, Ian G

    2013-09-01

    Proposals for casinos usually focus on numbers of jobs without considering their quality. We surveyed 1,506 Macau residents, modelling happiness and job satisfaction. Being employed is shown to be important for 'happiness'. But job attributes also matter, confirming the work domain as influential on wellbeing. Casino employees report similar happiness as others. However, despite relatively high pay, they report low overall job satisfaction. The particular aspects of their jobs that they rated generally negatively tended to be those inherent in casino employment rather than easily modifiable by managerial action.

  19. Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour—Intensive

    NASA Astrophysics Data System (ADS)

    Antonakas, Nikolaos; Mironaki, Amalia

    2009-08-01

    The objective of this study is to determine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants' gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary. For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and men's satisfaction who work under working conditions—intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

  20. Trait Affect and Job Search Outcomes

    ERIC Educational Resources Information Center

    Cote, Stephane; Saks, Alan M.; Zikic, Jelena

    2006-01-01

    The present study examines the role of trait affect in job search. One hundred and twenty-three university students completed measures of positive and negative affectivity, conscientiousness, job search self-efficacy, job search clarity, and job search intensity during their last year of school while on the job market. At the end of the school…

  1. Job satisfaction of village doctors during the new healthcare reforms in China.

    PubMed

    Zhang, Xiaoyan; Fang, Pengqian

    2016-04-01

    Objective China launched new healthcare reforms in 2009 and several policies targeted village clinics, which affected village doctors' income, training and duties. The aim of the present study was to assess village doctors' job satisfaction during the reforms and to explore factors affecting job satisfaction. Methods Using a stratified multistage cluster sampling process, 935 village doctors in Jiangxi Province were surveyed with a self-administered questionnaire that collected demographic information and contained a job satisfaction scale and questions regarding their work situation and individual perceptions of the new healthcare reforms. Descriptive analysis, Pearson's Chi-squared test and binary logistic regression were used to identify village doctors' job satisfaction and the factors associated with their job satisfaction. Results Only 12.72% of village doctors were either satisfied or very satisfied with their jobs and the top three items leading to dissatisfaction were pay and the amount of work that had to be done, opportunities for job promotion and work conditions. Marriage, income, intention to leave, satisfaction with learning and training, social status, relationship with patients and satisfaction with the new healthcare reforms were significantly associated with job satisfaction (P<0.05). Conclusions China is facing critical challenges with regard to village doctors because of their low job satisfaction. For future healthcare reforms, policy makers should pay more attention to appropriate remuneration and approaches that incentivise village doctors to achieve the goals of the health reforms. What is known about the topic? Village doctors act as gatekeepers at the bottom tier of the rural health system. However, the policies of the new healthcare reform initiatives in China were centred on improving the quality of care delivered to the rural population and reducing fast-growing medical costs. There have been limited studies on village doctors

  2. Overall Stress and Job Satisfaction as Predictors of Burnout.

    ERIC Educational Resources Information Center

    Friesen, David

    Occupational burnout was studied in two samples including 1,191 public school teachers and 190 principals and vice principals. The following factors were examined for their ability to predict burnout: overall job stress, job satisfaction, job challenge, and role clarity. Burnout was measured using the intensity dimension of the Maslach Burnout…

  3. Job and career satisfaction among staff nurses: effects of job setting and environment.

    PubMed

    Shaver, Katherine H; Lacey, Linda M

    2003-03-01

    Just as customer satisfaction is the key to retaining customers, satisfaction with job and career choices are important for keeping staff nurses on the job. The roles of employment setting, job commitment, tenure, years until retirement, short staffing, and patient load in predicting satisfaction were assessed for RN and LPN staff nurses. Results show that when RNs and LPNs feel short staffing interferes with their ability to meet patient care needs, they are also less satisfied with both their job and their career. In order not to exacerbate the current nursing shortage, employers must find ways to ensure adequate staffing to keep staff nurses satisfied and on the job. PMID:12629304

  4. Examining the Job Search-Turnover Relationship: The Role of Embeddedness, Job Satisfaction, and Available Alternatives

    ERIC Educational Resources Information Center

    Swider, Brian W.; Boswell, Wendy R.; Zimmerman, Ryan D.

    2011-01-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These…

  5. Factors Influencing the Job Satisfaction of Health System Employees in Tabriz, Iran

    PubMed Central

    Bagheri, Shokoufe; Kousha, Ahmad; Janati, Ali; Asghari-Jafarabadi, Mohammad

    2012-01-01

    Background: Employees can be counseled on how they feel about their job. If any particular dimension of their job is causing them dissatisfaction, they can be assisted to appropriately change it. In this study, we investigated the factors affecting job satisfaction from the perspective of employees working in the health system and thereby a quantitative measure of job satisfaction. Methods: Using eight focus group discussions (n=70), factors affecting job satisfaction of the employees were discussed. The factors identified from literature review were categorized in four groups: structural and managerial, social, work in it-self, environmental and welfare factors. Results: The findings confirmed the significance of structural and managerial, social, work in it-self, environmental and welfare factors in the level of job satisfaction. In addition, a new factor related to individual characteristics such as employee personal characteristics and development was identified. Conclusion: In order to improve the quality and productivity of work, besides, structural and managerial, social, work in it-self, environmental and welfare factors, policy makers should be taken into account individual characteristics of the employee as a factor affecting job satisfaction. PMID:24688933

  6. A reevaluation of the absenteeism-job satisfaction relationship.

    PubMed

    Hackett, R D; Guion, R M

    1985-06-01

    Previous reviews of the relationship of employee absenteeism to job satisfaction have largely neglected the size of the relationships reported and the artifacts that can affect statistical tests of significance. This paper applies the F. L. Schmidt-J. E. Hunter (1977, Journal of Applied Psychology, 62, 529-540) model of validity generalization in assessing the nature and strength of the relationship of absence to attitudes. Issues concerning the reliability and validity of absence measures are addressed, correlations between absence and job satisfaction are compiled and summarized, and an agenda for future research is set out. Considering the reliability estimates reported for the Frequency, Attitudinal, and Time Lost indices, the Time Lost Index was found to be the most reliable (r xx = .66, SD = .28). Factor analyses of intercorrelations among absence measures provided tentative support for a voluntary-involuntary absenteeism distinction. Combining all measures of satisfaction and all measures of absences, the mean correlation between absence and attitudes is -.09 (SD = .13). In addition to more comprehensive theory-guided multivariate research, future studies should aim toward a reconceptualization of absenteeism as a construct to take into consideration the perceptions of the workers themselves. PMID:10300152

  7. Organizational structure and job satisfaction in public health nursing.

    PubMed

    Campbell, Sara L; Fowles, Eileen R; Weber, B Jan

    2004-01-01

    The purpose of this descriptive study was to describe the characteristics and relationship of organizational structure and job satisfaction in public health nursing. A significant relationship was found between organizational structure variables and job satisfaction for public health nurses employed in down state Illinois local health departments. The findings of this study suggest that work environments in which supervisors and subordinates consult together concerning job tasks and decisions, and in which individuals are involved with peers in decision making and task definition, are positively related to job satisfaction. This information will assist nurse administrators in development of work structures that support participative decision making and enhance job satisfaction, critical to retaining and attracting a well-qualified public health nurse workforce.

  8. Job satisfaction among recent graduates of schools of nursing.

    PubMed

    Munro, B H

    1983-01-01

    Using a randomly selected national sample and multiple regression analysis, the correlates of job satisfaction among recent graduates of nursing programs were investigated. Factor analysis was used to test the validity of Herzberg's theory of job satisfaction/dissatisfaction. For these 329 employed RNs, responsibility (the importance and challenge of the work) was the most important determinant of job satisfaction, and working conditions was the second strongest predictor. Graduates from diploma, associate degree, and baccalaureate programs did not differ in terms of job satisfaction. Support was given for the validity of Herzberg's dual-factor theory in relation to all five motivators included in the analysis (achievement, work itself, responsibility, advancement, and growth) and for the hygiene salary. The validity of four other hygienes (supervision, working conditions, status, and security) was not established. The results imply that administrators need to appeal to nurses' needs for important challenging jobs and opportunities to grow and develop professionally. PMID:6567856

  9. An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

    PubMed

    Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

    2014-06-01

    Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.

  10. The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

    PubMed

    Antón, Concha

    2009-06-01

    Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction. PMID:22029494

  11. Is the Job Satisfaction-Job Performance Relationship Spurious? A Meta-Analytic Examination

    ERIC Educational Resources Information Center

    Bowling, Nathan A.

    2007-01-01

    The job satisfaction-job performance relationship has attracted much attention throughout the history of industrial and organizational psychology. Many researchers and most lay people believe that a causal relationship exists between satisfaction and performance. In the current study, however, analyses using meta-analytic data suggested that the…

  12. Job satisfaction and motivation: how do we inspire employees?

    PubMed

    Alshallah, Sahar

    2004-01-01

    Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job.

  13. Job satisfaction and motivation: how do we inspire employees?

    PubMed

    Alshallah, Sahar

    2004-01-01

    Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job. PMID:15098904

  14. Differences regarding job satisfaction and job involvement of psychologists with different dominant career anchors.

    PubMed

    Bester, C L; Mouton, T

    2006-08-01

    In order to contribute to higher levels of job satisfaction, job involvement and productivity, a match or fit should be established between the dominant career anchor associated with a specific occupation and that of the employee. A career anchor is an individual's set of self-perceived talents, abilities, motives, needs and values that form the nucleus of one's occupational self-concept. Psychologists have always been part of the service orientated careers and therefore one would expect that it is likely that their dominant career anchor would be service orientation. If this is the case, psychologists with service as their dominant career anchor are supposed to have greater job satisfaction and job involvement compared to those with different career anchors. However, according to literature, this assumption is not necessarily correct. The primary goals of the current study were to determine whether in fact service is the dominant career anchor of psychologists in the Free State and whether there are significant differences regarding job satisfaction and job involvement between psychologists with and without service as their dominant career anchor. A third goal was to determine whether psychologists with different dominant career anchors differ significantly from one another regarding job satisfaction and job involvement. Questionnaires measuring career orientations, job satisfaction and job involvement were sent to 165 of the 171 registered psychologists in the Free State region. Only 75 psychologists (45,5%) responded which exceeded the traditional return rate of 20 to 30%. Due to the small sample of respondents, a nonparametric statistical test, namely the Mann Whitney U test was conducted to determine possible differences. An analysis of the data showed that 21 respondents had entrepreneurship as their dominant career orientation while 12 fell in the technical/functional, 12 in the challenging, 9 in the service and 8 in the autonomy categories of dominant

  15. Intrinsic and Extrinsic Job Satisfaction Characteristics Among Pharmacy Students.

    ERIC Educational Resources Information Center

    Purohit, Anal A.; Lambert, Randall L.

    1983-01-01

    Of 20 extrinsic and intrinsic factors relating to job satisfaction, pharmacy students at the University of Illinois most frequently selected these: salaries, sense of accomplishment, use of training, learning opportunities, and relationships with coworkers. (MSE)

  16. Teacher Job Satisfaction in a Year-Round School.

    ERIC Educational Resources Information Center

    Haser, Shelly Gismondi; Nasser, Ilham

    2003-01-01

    Describes reasons for teacher job satisfaction at a year-round elementary school (Timber Lane) in Fairfax County, Virginia, such as flexible work schedules, reduced stress, and time for professional planning. (PKP)

  17. Nurses Returning to School: Motivators, Inhibitors and Job Satisfaction.

    PubMed

    Harris, Patrick W; Burman, Mary E

    2016-01-01

    Health care employers and national nursing organizations are placing increased emphasis on nurses earning a baccalaureate degree or higher. This study examines the impact of motivators (professional and personal motivation), inhibitors (time constraints and employer discouragement), and job satisfaction on intent to return to school. Approximately half of the employed nurses in Wyoming were surveyed using a mailed questionnaire in the summer of 2013. Perceived employer discouragement and time constraints continued to play a direct role on intent to return to school regardless of nurse motivation or job satisfaction. However, motivation and job satisfaction also contributed to a nurse's intent to return to school. These results suggest that motivation and job satisfaction are significant regarding intent to return to school but can be limited by both perceived discouragement of one's employer and perceived time constraints. In order to meet the increasing demands of a better-educated nursing workforce, a shift in workplace dynamics may be warranted. PMID:27000192

  18. Job engagement, job satisfaction, and contrasting associations with person-job fit.

    PubMed

    Warr, Peter; Inceoglu, Ilke

    2012-04-01

    Forms of well-being vary in their activation as well as valence, differing in respect of energy-related arousal in addition to whether they are negative or positive. Those differences suggest the need to refine traditional assumptions that poor person-job fit causes lower well-being. More activated forms of well-being were proposed to be associated with poorer, rather than better, want-actual fit, since greater motivation raises wanted levels of job features and may thus reduce fit with actual levels. As predicted, activated well-being (illustrated by job engagement) and more quiescent well-being (here, job satisfaction) were found to be associated with poor fit in opposite directions--positively and negatively, respectively. Theories and organizational practices need to accommodate the partly contrasting implications of different forms of well-being.

  19. Emotional intelligence, emotional labor, and job satisfaction among physicians in Greece

    PubMed Central

    2012-01-01

    Background There is increasing evidence that psychological constructs, such as emotional intelligence and emotional labor, play an important role in various organizational outcomes in service sector. Recently, in the “emotionally charged” healthcare field, emotional intelligence and emotional labor have both emerged as research tools, rather than just as theoretical concepts, influencing various organizational parameters including job satisfaction. The present study aimed at investigating the relationships, direct and/or indirect, between emotional intelligence, the surface acting component of emotional labor, and job satisfaction in medical staff working in tertiary healthcare. Methods Data were collected from 130 physicians in Greece, who completed a series of self-report questionnaires including: a) the Wong Law Emotional Intelligence Scale, which assessed the four dimensions of emotional intelligence, i.e. Self-Emotion Appraisal, Others’ Emotion Appraisal, Use of Emotion, and Regulation of Emotion, b) the General Index of Job Satisfaction, and c) the Dutch Questionnaire on Emotional Labor (surface acting component). Results Emotional intelligence (Use of Emotion dimension) was significantly and positively correlated with job satisfaction (r=.42, p<.001), whereas a significant negative correlation between surface acting and job satisfaction was observed (r=−.39, p<.001). Furthermore, Self-Emotion Appraisal was negatively correlated with surface acting (r=−.20, p<.01). Self-Emotion Appraisal was found to influence job satisfaction both directly and indirectly through surface acting, while this indirect effect was moderated by gender. Apart from its mediating role, surface acting was also a moderator of the emotional intelligence-job satisfaction relationship. Hierarchical multiple regression analysis revealed that surface acting could predict job satisfaction over and above emotional intelligence dimensions. Conclusions The results of the present study

  20. Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

    PubMed Central

    2011-01-01

    Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Results Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction. PMID:21569537

  1. Job Satisfaction of Academic Staff: An Empirical Study on Turkey

    ERIC Educational Resources Information Center

    Toker, Boran

    2011-01-01

    Purpose: The purpose of this paper is to investigate the levels of job satisfaction among academicians in the universities of Turkey and to examine the effects of demographics on levels of satisfaction among them. Design/methodology/approach: A questionnaire-based study was conducted in 648 academicians working in the Universities of Turkey. Data…

  2. Job Satisfaction among University Faculty: Individual, Work, and Institutional Determinants

    ERIC Educational Resources Information Center

    Bozeman, Barry; Gaughan, Monica

    2011-01-01

    This study seeks to understand academic faculty job satisfaction, focusing on three different sets of variables--characteristics of the individual, the work context and institutional interactions. In one sense, each explanation is rooted in the individual, as is appropriate to a study of individual satisfaction. Thus, when the authors examine…

  3. Motivation and Job Satisfaction of Catholic School Teachers

    ERIC Educational Resources Information Center

    Convey, John J.

    2010-01-01

    The study examined the relationship between Catholic school teachers' motivation and job satisfaction. The data came from a survey of 716 teachers in three dioceses (Atlanta, Biloxi, and Cheyenne). The school's academic philosophy and its environment were important predictors of the teachers' satisfaction with their sense of efficacy regarding…

  4. A Short-Form Measure of Dentists' Job Satisfaction.

    ERIC Educational Resources Information Center

    Rabiner, Donna J.; And Others

    1994-01-01

    A 14-item instrument, the Dentist Satisfaction Survey-14, a form of a previously validated instrument, is described. Use with 522 dentists, and 29 in a follow-up, indicates that the short form is a parsimonious tool for general evaluation of dentists' job satisfaction. (SLD)

  5. Goal-Setting Attributes, Personality Variables, and Job Satisfaction

    ERIC Educational Resources Information Center

    Arvey, Richard D.; Dewhirst, H. Dudley

    1976-01-01

    The relationships between four goal-setting attributes identified by factor analytic procedures and job satisfaction were investigated among 271 scientists and engineers at a nuclear research and development center. Positive relationships between the goal-setting attributes and satisfaction were found. (Author)

  6. Job Satisfaction of Employees at a Christian University

    ERIC Educational Resources Information Center

    Schroder, Ralph

    2008-01-01

    As part of this quantitative study, a survey questionnaire was mailed out to 835 university employees to measure levels of overall, intrinsic, and extrinsic job satisfaction. The survey included items of the Professional Satisfaction Scale, an instrument developed according to Herzberg's two-factor theory. Responses were measured on a 5-point…

  7. Mentoring Functions and Job Satisfaction of Community College Leaders

    ERIC Educational Resources Information Center

    Kennedy, Shannon L.

    2013-01-01

    The purpose of the study was to examine the mentoring functions of career support and psychosocial support and perceived levels of overall job satisfaction of executive-level community college administrators employed by community colleges in the nine mega-states. This research can guide future research on mentoring functions and job satisfaction…

  8. Job Burnout, Job Satisfaction, and Related Factors among Health Care Workers in Golestan Province, Iran

    PubMed Central

    Kabir, Mohammad Javad; Heidari, Alireza; Etemad, Koorosh; Gashti, Ashrafi Babazadeh; Jafari, Nahid; Honarvar, Mohammad Reza; Ariaee, Mohammad; Lotfi, Mansureh

    2016-01-01

    Introduction Burnout causes physical and emotional tireness, job dissatisfaction, resulting in reduced efficiency and a feeling of alienation from colleagues. Also, job satisfaction has a major impact on job-related behaviors, such as turnover intention, absenteeism, and job performance. The aim of this study was to determine job burnout, job satisfaction rate, and related factors among health care workers in Golestan Province in Iran. Methods This cross-sectional study was conducted with 1,141 health workers in Golestan Province in northern Iran. Data were collected using a questionnaire that was comprised of four sections. It consisted of socio-economic characteristics, physical environment and facilities of health house (rural health clinic), Maslach burnout inventory, and a satisfaction questionnaire. Multi-nomial Logistic Regression was conducted to analyze the data using SPSS software, version 22. Results There were significant relationships between the intensity of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.027), number of children (p = 0.002), dissatisfaction with income (p < 0.001), physical environment of health houses (p = 0.003), facilities of health houses (p = 0.025). There were significant relationships between the frequency of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.016), number of children (p = 0.003), dissatisfaction with income (p < 0.001), and the physical environment of health houses (p = 0.008). There were significant relationships between job satisfaction and the satisfaction from income (p = 0.001), the physical environment of health houses (p = 0.001), and the facilities of health houses (p = 0.001). Conclusion Burnout was average among health workers, and health workers job satisfaction rate was lower than the average level in health workers. Effective interventions are recommended with regards to the unfavorable condition of job

  9. A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.

    PubMed

    Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

    2012-07-01

    The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

  10. Does Finnish hospital staff job satisfaction vary across occupational groups?

    PubMed Central

    2013-01-01

    Background Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Methods Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal–Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. Results The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Conclusions Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is

  11. Relationship of safety climate perceptions and job satisfaction among employees in the construction industry: the moderating role of age.

    PubMed

    Stoilkovska, Biljana Blaževska; Žileska Pančovska, Valentina; Mijoski, Goran

    2015-01-01

    This study examines the degree to which construction sector employees perceive that safety is important in their organizations/sites and how job satisfaction affects these perceptions when age is introduced as a moderator variable. Two-way analysis of variance demonstrated that job satisfaction has a strong effect on perceived management commitment to work safety and that this relationship was moderated by respondents' age. Job satisfaction was associated with perceived accident rate and safety inspection frequency, but the proposed role of age in this linkage was not confirmed. Consequently, the findings indicated that by increasing the level of job satisfaction, perceptions of these safety climate aspects proved to be more positive. The conclusion is that these relationships could further lead to a lower percentage of accidents and injuries in the workplace and better health among employees. A significant relationship between job satisfaction, age and perceived co-workers' commitment to work safety was not found.

  12. Relationship of safety climate perceptions and job satisfaction among employees in the construction industry: the moderating role of age.

    PubMed

    Stoilkovska, Biljana Blaževska; Žileska Pančovska, Valentina; Mijoski, Goran

    2015-01-01

    This study examines the degree to which construction sector employees perceive that safety is important in their organizations/sites and how job satisfaction affects these perceptions when age is introduced as a moderator variable. Two-way analysis of variance demonstrated that job satisfaction has a strong effect on perceived management commitment to work safety and that this relationship was moderated by respondents' age. Job satisfaction was associated with perceived accident rate and safety inspection frequency, but the proposed role of age in this linkage was not confirmed. Consequently, the findings indicated that by increasing the level of job satisfaction, perceptions of these safety climate aspects proved to be more positive. The conclusion is that these relationships could further lead to a lower percentage of accidents and injuries in the workplace and better health among employees. A significant relationship between job satisfaction, age and perceived co-workers' commitment to work safety was not found. PMID:26693996

  13. Evaluating Pharmacists' Motivation and Job Satisfaction Factors in Saudi Hospitals.

    PubMed

    Benslimane, Nabila; Khalifa, Mohamed

    2016-01-01

    High turnover rate among healthcare professionals is a very expensive price that healthcare organizations might pay if they don't have the proper strategies for motivating and satisfying their employees. Healthcare organizations should be able to identify areas that require more attention. Many studies discussed the vital link that bonds job satisfaction with motivation, which has a major impact on productivity, innovation, and overall organizational performance. Our study explored the level of job satisfaction and factors that motivate pharmacists in Saudi hospitals using mixed quantitative and qualitative methods. From pharmacy managers' point of view; financial rewards are more important than non-financial incentives and benefits. This contradicts with pharmacists' opinions; who ranked recognition, promotion, job satisfaction, job feedback, autonomy and task significance among the most influential motivators to pharmacists. These results show that managers need to revise their plans and provide further attention to ensure that effective motivation and retention strategies are put in place. PMID:27350504

  14. Contribution of job satisfaction to happiness of Asian Americans.

    PubMed

    Weaver, C N

    2001-08-01

    Many demographic and labor force characteristics, such as family income, educational attainment, and occupation, correlated with job satisfaction. Since Asian Americans are more like Euro-Americans than African Americans in most of these characteristics, it seems reasonable to predict that their job satisfaction would be high as for Euro-Americans rather than low as for African Americans. Yet research of Weaver and Hinson showed that the opposite is true. One explanation for this unexpected result is that Asians do not think of jobs as a source of happiness but simply as a means of earning money to underwrite other aspects of their lives, such as the well-being of their families, which are the main sources of their happiness. The hypothesis was tested that job satisfaction does not contribute to the happiness of Asian Americans in comparison to satisfaction from other domains of their lives. Analysis was conducted of the attitudes of Asian-American (n = 160), African-American (n = 602), and Euro-American (n = 6,477) workers who responded to 22 surveys drawn from 1972 to 1998, each of which was representative of the labor force of the USA. The hypothesis was supported by the finding that the partial correlation of job satisfaction and global happiness with satisfaction in seven other domains of life (marriage, financial condition, community, nonwork activities, family, health and physical condition, and friendships) held constant was significant for Euro-American women and men but not for Asian Americans or African Americans of either sex. And, the same result occurred when global happiness was regressed on job satisfaction net the effects of satisfaction in other seven domains.

  15. Examining the job search-turnover relationship: the role of embeddedness, job satisfaction, and available alternatives.

    PubMed

    Swider, Brian W; Boswell, Wendy R; Zimmerman, Ryan D

    2011-03-01

    This study examined factors that may help explain under what conditions employee job search effort may most strongly (or weakly) predict subsequent turnover. As predicted, the job search-turnover relationship was stronger when employees had lower levels of job embeddedness and job satisfaction and higher levels of available alternatives. These findings suggest that there may be a number of factors interacting to influence employees' turnover decisions, indicating greater complexity to the process than described in prominent sequential turnover models. PMID:21142342

  16. Job Stress and Job Satisfaction among Health-Care Workers of Endoscopy Units in Korea

    PubMed Central

    Nam, Seung-Joo; Chun, Hoon Jai; Moon, Jeong Seop; Park, Sung Chul; Hwang, Young-Jae; Yoo, In Kyung; Lee, Jae Min; Kim, Seung Han; Choi, Hyuk Soon; Kim, Eun Sun; Keum, Bora; Jeen, Yoon Tae; Lee, Hong Sik; Kim, Chang Duck

    2016-01-01

    Background/Aims: The management of job-related stress among health-care workers is critical for the improvement of healthcare services; however, there is no existing research on endoscopy unit workers as a team. Korea has a unique health-care system for endoscopy unit workers. In this study, we aimed to estimate job stress and job satisfaction among health-care providers in endoscopy units in Korea. Methods: We performed a cross-sectional survey of health-care providers in the endoscopy units of three university-affiliated hospitals in Korea. We analyzed the job stress levels by using the Korean occupational stress scale, contributing factors, and job satisfaction. Results: Fifty-nine workers completed the self-administered questionnaires. The job stress scores for the endoscopy unit workers (46.39±7.81) were relatively lower compared to those of the national sample of Korean workers (51.23±8.83). Job stress differed across job positions, with nurses showing significantly higher levels of stress (48.92±7.97) compared to doctors (42.59±6.37). Job stress and job satisfaction were negatively correlated with each other (R2=0.340, p<0.001). Conclusions: An endoscopy unit is composed of a heterogeneous group of health-care professionals (i.e., nurses, fellows, and professors), and job stress and job satisfaction significantly differ according to job positions. Job demand, insufficient job control, and job insecurity are the most important stressors in the endoscopy unit. PMID:26898513

  17. User Violence and Nursing Staff Burnout: The Modulating Role of Job Satisfaction.

    PubMed

    Galián-Muñoz, Inmaculada; Ruiz-Hernández, Jose Antonio; Llor-Esteban, Bartolomé; López-García, Cecilia

    2016-01-01

    Exposure to patient violence in health staff can lead to the onset of burnout in these workers. The main goal of this investigation is to study how exposure to this kind of violence affects onset of burnout and to appraise the role of job satisfaction as a modulating variable. A descriptive, cross-sectional study was carried out using a self-administered anonymous questionnaire with the nursing staff of all the public hospitals of the Region of Murcia (Spain), obtaining a sample of 1,489 health professionals. From the results obtained, we underline the modulating role of extrinsic job satisfaction in the relationship between nonphysical violence and emotional exhaustion, and the protective effect of job satisfaction on the impact of nonphysical violence and the level of cynicism. No effects of job satisfaction in the relationship between physical violence and burnout were observed. We therefore conclude that experiencing nonphysical aggression has a lower impact on the psychological health of workers who are satisfied with their job, and interventions aimed at increasing these workers' extrinsic job satisfaction are highly recommended.

  18. The Role of Intelligence in the Formation of Well-Being: From Job Rewards to Job Satisfaction

    ERIC Educational Resources Information Center

    Ganzach, Yoav; Fried, Itzhak

    2012-01-01

    In a longitudinal study, we investigate the moderating role of intelligence on the effects of intrinsic and extrinsic rewards and intrinsic and extrinsic satisfactions on global job satisfaction. The results support our hypotheses that: (1) intrinsic rewards and intrinsic satisfaction are more strongly related to global job satisfaction among…

  19. Describing Organizations as Reinforcer Systems: A New Use for Job Satisfaction and Employee Attitude Surveys

    ERIC Educational Resources Information Center

    Dawis, Rene V.; And Others

    1974-01-01

    Job satisfaction data on managerial personnel were used to illustrate how organizations can be differentiated and described as reinforcer systems. Twenty-seven specific satisfaction scales were regressed on overall job satisfaction. Overall satisfaction was found to be determined mainly by scales concerning challenge of the job and prospects of…

  20. Effects of Worker Classification, Crystallization, and Job Autonomy on Congruence-Satisfaction Relationships.

    ERIC Educational Resources Information Center

    Obermesik, John W.; Beehr, Terry A.

    A majority of the congruence-satisfaction literature has used interest measures based on Holland's theory, although the measures' accuracy in predicting job satisfaction is questionable. Divergent findings among studies on occupational congruence-job satisfaction may be due to ineffective measures of congruence and job satisfaction and lack of…

  1. The role of personal work goals in newcomers' job satisfaction and organizational commitment: a longitudinal analysis.

    PubMed

    Maier, G W; Brunstein, J C

    2001-10-01

    This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in job satisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization.

  2. Work Demands-Burnout and Job Engagement-Job Satisfaction Relationships: Teamwork as a Mediator and Moderator

    PubMed Central

    Mijakoski, Dragan; Karadzinska-Bislimovska, Jovanka; Basarovska, Vera; Minov, Jordan; Stoleski, Sasho; Angeleska, Nada; Atanasovska, Aneta

    2015-01-01

    BACKGROUND: Few studies have examined teamwork as mediator and moderator of work demands-burnout and job engagement-job satisfaction relationships in healthcare workers (HCWs) in South-East Europe. AIM: To assess mediation and moderation effect of teamwork on the relationship between independent (work demands or job engagement) and dependent (burnout or job satisfaction) variables. METHODS: Work demands, burnout, job engagement, and job satisfaction were measured with Hospital Experience Scale, Maslach Burnout Inventory, Utrecht Work Engagement Scale, and Job Satisfaction Survey, respectively. Hospital Survey on Patient Safety Culture was used for assessment of teamwork. In order to examine role of teamwork as a mediating variable we fit series of regression models for burnout and job satisfaction. We also fit regression models predicting outcome (burnout or job satisfaction) from predictor (work demands or job engagement) and moderator (teamwork) variable. RESULTS: Teamwork was partial mediator of work demands-burnout relationship and full mediator of job engagement-job satisfaction relationship. We found that only job engagement-job satisfaction relationship was moderated by teamwork. CONCLUSIONS: Occupational health services should target detection of burnout in HCWs and implementation of organizational interventions in hospitals, taking into account findings that teamwork predicted reduced burnout and higher job satisfaction. PMID:27275218

  3. Collegiate Schemas: The Influence of Institutional Met Expectations on Tenure-Track Faculty Job Satisfaction

    ERIC Educational Resources Information Center

    Pontius, Jason Lewis

    2012-01-01

    "Met expectations" research into job satisfaction (Locke, 1976; Porter & Steers, 1973) has shown that the expectations employees bring to their jobs influence their overall job satisfaction. At colleges and universities, faculty job satisfaction is important because it can provide a measure of overall institutional effectiveness…

  4. Job Stress and Job Satisfaction: Home Care Workers in a Consumer-Directed Model of Care

    PubMed Central

    Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

    2010-01-01

    Objective To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Data Sources/Setting Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Data Collection and Analysis Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Principal Findings Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Conclusions Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers. PMID:20403063

  5. Exploring Job Satisfaction of Nursing Faculty: Theoretical Approaches.

    PubMed

    Wang, Yingchen; Liesveld, Judy

    2015-01-01

    The Future of Nursing report identified the shortage of nursing faculty as 1 of the barriers to nursing education. In light of this, it is becoming increasingly important to understand the work-life of nursing faculty. The current research focused on job satisfaction of nursing faculty from 4 theoretical perspectives: human capital theory, which emphasizes the expected monetary and nonmonetary returns for any career choices; structural theory, which emphasizes the impact of institutional features on job satisfaction; positive extrinsic environment by self-determination theory, which asserts that a positive extrinsic environment promotes competency and effective outcomes at work; and psychological theory, which emphasizes the proposed relationship between job performance and satisfaction. In addition to the measures for human capital theory, institutional variables (from structural theory and self-determination theory), and productivity measures (from psychological theory), the authors also selected sets of variables for personal characteristics to investigate their effects on job satisfaction. The results indicated that variables related to human capital theory, especially salary, contributed the most to job satisfaction, followed by those related to institutional variables. Personal variables and productivity variables as a whole contributed as well. The only other variable with marginal significance was faculty's perception of institutional support for teaching. PMID:26653042

  6. Job satisfaction of rural public and home health nurses.

    PubMed

    Juhl, N; Dunkin, J W; Stratton, T; Geller, J; Ludtke, R

    1993-03-01

    Based on Vroom's expectancy theory, this study was conducted to identify differences in job satisfaction between nurses working in public health settings, and staff nurses and administrators working in both settings. Questionnaires containing an adaptation of a job satisfaction scale were mailed to all 258 registered nurses practicing in public health and home health settings (response rate 57%) in a rural midwestern state. Respondents were asked to rate their satisfaction with various dimensions of their jobs, as well as how important each aspect was to them. Although both groups of nurses reported low satisfaction with salary, public health nurses were significantly less satisfied with their salaries than were home health nurses (F = 32.96, P < or = 0.001); home health nurses, however, were significantly less satisfied with benefits/rewards (F = 11.85, P < or = 0.001), task requirements (F = 8.37, P < or = 0.05), and professional status (F = 5.30, P < or = 0.05). Although administrators did not differ significantly from staff nurses on job satisfaction, they did perceive organizational climate (F = 4.50, P < or = 0.05) to be an important feature of satisfaction. These differences may be partially explained by divergent salaries, roles, and responsibilities between public health and home health nurses. PMID:8516258

  7. An Exploration of Nursing Assistants' Perceptions About Job Satisfaction.

    PubMed

    Brady, Darcie M

    2016-01-01

    High levels of staff turnover of certified nursing assistants (CNAs) are costly and disruptive to patient care. A variety of factors contribute to a 36% turnover rate of CNAs nationwide (2015 Staffing Report, 2015). According to Stone and Wiener, high rates of turnover and staff vacancies have multilayered consequences; patient care suffers, cost of constantly replacing workers soars, and worker job dissatisfaction increases. This study examined the CNAs' beliefs about job satisfaction as an approach to prevent job turnover and retain high achieving staff in one acute care hospital in a south eastern region. The goal was to determine how CNAs define job satisfaction, evaluate their understanding of and gauge interest in the career options presented at information sessions as well as listen to their ideas on how they believe are the best approaches to achieve job satisfaction for the CNAs at this facility. A qualitative key informant design was used to interview a purposive sample of 9 nursing assistants who were currently employed at the hospital for at least 6 months and who attended a brief information session. Individual 20-minute face-to-face interviews of consented participants were recorded, transcribed, and coded for themes using constant comparative analysis. Four major categories emerged from the interviews: CNA views of job satisfaction, clinical ladder option, support services option, and what CNAs want. PMID:27575800

  8. Obesity, job satisfaction and disability at older ages in Europe.

    PubMed

    Pagan, Ricardo; de Haro, Carmen Ordóñez; Sánchez, Carlos Rivas

    2016-03-01

    This study investigates the interaction between obesity and disability and its impact on the levels of job satisfaction reported by older workers (aged 50-64) in ten European countries (Denmark, Sweden, Austria, Belgium, France, Germany, The Netherlands, Switzerland, Italy and Spain). Using longitudinal data from the Survey of Health, Ageing and Retirement in Europe for the years 2004, 2007 and 2011, we estimate a job satisfaction equation which includes a set of explanatory variables measuring worker's obesity and disability status (non-disabled, non-limited disabled, and limited disabled). The results show that, after controlling for other variables, obese workers are more likely to be satisfied with their jobs as compared to those workers with normal weight (0.066 points). In addition, being limited disabled or having poor health contribute to reducing (by 0.082 and 0.172 points, respectively) this positive effect of being obese on job satisfaction. However, we do not find any differential effect of obesity on job satisfaction by disability status, except for those underweight individuals who are not limited in their daily activities. Overall, these findings support the hypothesis of lower expectations about jobs for obese workers, especially if they also have poor health. PMID:26656204

  9. Motivation and job satisfaction of deans of schools of nursing.

    PubMed

    Lamborn, M L

    1991-01-01

    Factors influencing the job satisfaction of deans of schools of nursing were analyzed using the motivational theory of expectancy. A questionnaire was sent to 595 deans/directors of baccalaureate and higher degree schools of nursing accredited by the National League for Nursing. The three part questionnaire consisted of (1) Demographic data, (2) Motivation and Reward Scales, and (3) The Job Description Index. Significant relationships were found within each job satisfaction variable (P less than or equal to .05). The most significant and numerous relationships were found within the variable of pay or salary. Deans who had long tenure in their administrative positions and were associated with large universities and schools of nursing were also found to be statistically significant (P less than or equal to .05). A direct relationship between the scores on the Motivation and Reward Scale and the scores on the Job Description Index was supported. The individual and collective facets of job satisfaction were positively and significantly correlated (P less than or equal to .05) with motivation, providing support for the theoretical framework that proposes an interdependent relationship. Additional findings from regression analyses suggested that motivation is a significant predictor of job satisfaction.

  10. Obesity, job satisfaction and disability at older ages in Europe.

    PubMed

    Pagan, Ricardo; de Haro, Carmen Ordóñez; Sánchez, Carlos Rivas

    2016-03-01

    This study investigates the interaction between obesity and disability and its impact on the levels of job satisfaction reported by older workers (aged 50-64) in ten European countries (Denmark, Sweden, Austria, Belgium, France, Germany, The Netherlands, Switzerland, Italy and Spain). Using longitudinal data from the Survey of Health, Ageing and Retirement in Europe for the years 2004, 2007 and 2011, we estimate a job satisfaction equation which includes a set of explanatory variables measuring worker's obesity and disability status (non-disabled, non-limited disabled, and limited disabled). The results show that, after controlling for other variables, obese workers are more likely to be satisfied with their jobs as compared to those workers with normal weight (0.066 points). In addition, being limited disabled or having poor health contribute to reducing (by 0.082 and 0.172 points, respectively) this positive effect of being obese on job satisfaction. However, we do not find any differential effect of obesity on job satisfaction by disability status, except for those underweight individuals who are not limited in their daily activities. Overall, these findings support the hypothesis of lower expectations about jobs for obese workers, especially if they also have poor health.

  11. Job Satisfaction of Home Health Satisfaction Workers in the Environment of Cost Containment

    ERIC Educational Resources Information Center

    Egan, Marcia; Kadushin, Goldie

    2004-01-01

    This national survey examined the job satisfaction of 228 home health social workers in the restrictive reimbursement environment of the Medicare interim payment system. Administrators' helpfulness in resolving ethical conflicts between patient access to services and agency financial priorities contributed significantly to greater satisfaction in…

  12. Relationships between leaders' and subordinates' emotion regulation and satisfaction and affect at work.

    PubMed

    Kafetsios, Konstantinos; Nezlek, John B; Vassilakou, Thanai

    2012-01-01

    The study examined relationships between leaders' emotion regulation and leaders' and subordinates' work-related outcomes. Fifty-one school directors and 281 teachers reported on their strategies of emotion regulation (reappraisal, suppression), job satisfaction, and affect at work. For subordinates, suppression was negatively related to job satisfaction and was positively related to negative affect and emotional exhaustion, and reappraisal was positively related to job satisfaction and negatively to negativ affect. In contrast, multilevel analyses found that directors' use of reappraisal was neg atively related to subordinates' job satisfaction, and directors' use of suppression wa positively related to subordinates' positive affect. Leaders' suppression interacted wit group cohesion to predict subordinates' negative affect. This is one of the first studies to find evidence for the possible tension between leaders' emotion regulation competencie and organizational-role interests. PMID:22822684

  13. Job satisfaction among anesthesiologists at a tertiary hospital in Nigeria

    PubMed Central

    Rukewe, Ambrose; Fatiregun, Akinola; Oladunjoye, Adeolu O.; Oladunjoye, Olubunmi O.

    2012-01-01

    Background: We assessed job satisfaction among anesthesiologists at a tertiary hospital in Nigeria and identified elements of job stress and dissatisfaction. Methods: A cross-sectional study design was employed; a structured self-administered questionnaire was distributed, which focused on sociodemographic data, rating of job satisfaction, identification of stressors, and work relationships. Results: Out of 55 questionnaires distributed, 46 (83.6%) completed questionnaires were returned. Overall, 27 (58.7%) of the anesthesiologists were satisfied with their job. While 8.7% were very satisfied (grade 5), 6.5% were very dissatisfied (grade 1) with their job. The stressors identified by the respondents were time pressures, long working hours with complaints of insufficient sleep, and employment status. Among the respondents, the medical officers were the most discontented (9 out of 12, 75%), followed by senior registrars (5 out of 9, 56%). A high percentage of participants (54.1%) declared that the one change if implemented that would enhance their job satisfaction was having a definite closing time. Conclusion: Our results showed that despite the demanding nature of anesthesiology as a specialty, many anesthesiologists were contented with their job. PMID:23493493

  14. Predictors of job satisfaction among academics at an Iranian university.

    PubMed

    Zarafshani, Kiumars; Alibaygi, Amir Hossein

    2009-04-01

    The overall job satisfaction of 128 faculty of Razi University in Iran was investigated using a modified version of the Minnesota Satisfaction Questionnaire to elicit information in this stratified random sample. Faculty members were most satisfied with intrinsic aspects of the work such as "social service," "activity," and "ability utilization" and less satisfied with extrinsic aspects of work such as "security," "university policies," and "compensation." Publication counts and years of teaching experience contributed significantly to the prediction of overall job satisfaction among these faculty members. Intervention efforts must involve socializing faculty in the early stages of their careers, encouraging them to engage in research activities and write for reputable journals, while providing compensation and job security. PMID:19610495

  15. How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction.

    PubMed

    Peng, Jiaxi; Li, Dongdong; Zhang, Zhenjiang; Tian, Yu; Miao, Danmin; Xiao, Wei; Zhang, Jiaxi

    2016-01-01

    This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction.

  16. An Analysis of Person-Job Fit, Job Satisfaction, and Student Academic Performance

    ERIC Educational Resources Information Center

    Westfall, Richard E., Jr.

    2012-01-01

    The major purpose of this study was to analyze the relationship between person-job fit in new teacher hires, those teachers' perceptions of job satisfaction and the resulting student academic achievement. The survey of teachers and principals was conducted by the Texas Public Schools Research Network (TPSRN). TPSRN received over 729 responses…

  17. Burnout, Job Stress and Job Satisfaction Among Southern Correctional Officers: Perceptions and Causal Factors.

    ERIC Educational Resources Information Center

    Lindquist, Charles A.; Whitehead, John T.

    1986-01-01

    Surveyed perceptions of burnout, job stress, and job satisfaction among a representative sample (N=241) of Alabama correctional officers. Examination of predictor variables revealed that social support; marital status; role conflict; age; correctional seniority; and extrinsic, organizational, and overload stressors significantly influenced…

  18. Gender Influence on Job Satisfaction and Job Commitment among Colleges of Education Lecturers

    ERIC Educational Resources Information Center

    Tinu, Oladosu Christianah; Adeniji, Ajibola Adenike

    2015-01-01

    This study examines gender influence on job satisfaction and job commitment among Colleges of Education lecturers. The descriptive survey research design was adopted. The sample consisted of thirty male and thirty female lecturers from Osun State College of Education, Ila-Orangun. Questionnaire was the instrument used to collect data. Two null…

  19. Effect of Job Specialization on the Hospital Stay and Job Satisfaction of ED Nurses

    PubMed Central

    Shamsi, Vahid; Mahmoudi, Hosein; Sirati Nir, Masoud; Babatabar Darzi, Hosein

    2016-01-01

    Background: In recent decades, the increasing crowdedness of the emergency departments has posed various problems for patients and healthcare systems worldwide. These problems include prolonged hospital stay, patient dissatisfaction and nurse burnout or job dissatisfaction. Objectives: The aim of this study was to investigate the effect of emergency department (ED) nurses’ job specialization on their job satisfaction and the length of patient stay in the ED. Patients and Methods: This before-after quasi-experimental study was conducted from April to May 2014 at the Baqiyatallah Hospital, Tehran, Iran. Initially, 35 patients were recruited as controls and the length of their stay in the ED was measured in minutes via a chronometer; Moreover, nurses’ job satisfaction was evaluated using the Mohrman-Cooke-Mohrman job satisfaction scale. Then, a job specialization intervention was developed based on the stabilization model. After that, 35 new patients were recruited to the treatment group and received specialized care services. Accordingly, the length of their stay in the ED was measured. Moreover, the same nurses’ job satisfaction was re-evaluated after the study. The study intervention lasted one month. Data were analyzed using the SPSS software version 20 and statistical tests such as the Kolmogrov-Smirnov, the paired and the independent t, and chi-square tests. Results: There was a significant difference between the two groups of patients concerning the length of their stay in the ED (P < 0.001). Moreover, compared with the pretest readings, nurses had greater job satisfaction after the study (P < 0.001). Conclusions: The job specialization intervention can improve nurses’ satisfaction and relieve the crowdedness of the EDs. PMID:27218054

  20. Workload and the trajectory of marital satisfaction in newlyweds: job satisfaction, gender, and parental status as moderators.

    PubMed

    van Steenbergen, Elianne F; Kluwer, Esther S; Karney, Benjamin R

    2011-06-01

    Stress, on average, is bad for relationships. Yet stress at work is not always associated with negative relationship outcomes. The premise of the current study was that associations between workload and trajectories of marital satisfaction depend on circumstances that may constrain or facilitate partners' ability to negotiate their multiple roles. We hypothesized that the covariance between changes in workload and marital satisfaction over time should be moderated by (a) the extent to which spouses like their work, (b) their parental status, and (c) their gender. Analyses drawing upon eight waves of data on workload, work satisfaction, and marital satisfaction from 169 newlywed couples assessed over four years confirmed these predictions. Specifically, across couples, demands at work covaried positively with marital satisfaction for spouses who were more satisfied with their jobs. For nonparent couples, increases in husbands' workload covaried with increases in marital satisfaction for both spouses. For parent couples, however, increases in husbands' workload covaried with declines in marital satisfaction for both spouses. Unexpectedly, for parent couples, increases in wives' workload corresponded with increased marital satisfaction. Finally, consistent with predictions, wives were more affected by their husbands' workload than vice versa. Thus, tension between work and marriage is not inevitable, instead depending on circumstances that facilitate or impair performance in multiple roles. Couples, employers, and practitioners should recognize the role that external circumstances play in determining how work and marital life interact. PMID:21553965

  1. Work Volition as a Critical Moderator in the Prediction of Job Satisfaction

    ERIC Educational Resources Information Center

    Duffy, Ryan D.; Bott, Elizabeth M.; Torrey, Carrie L.; Webster, Gregory W.

    2013-01-01

    Building on the Psychology of Working Framework, the current study explored the extent to which work volition functioned as a moderator in the relation between positive affect, core self-evaluations, perceived organizational support (POS), and work self-efficacy to job satisfaction. In a diverse sample of 206 employed adults, work volition was…

  2. Factors Impacting on Teachers' Job Satisfaction Related to Science Teaching: A Mixed Methods Study

    ERIC Educational Resources Information Center

    Song, S.; Mustafa, M.

    2015-01-01

    Science teachers' job satisfaction is identified as a major factor that affects the quality of a science program. This research investigated to what extent a science program supports science teachers in terms of curriculum materials or extracurricular activities. It also examined the relationships among schools' curriculum support, the number of…

  3. The Effect of Leadership, Organizational Culture, Emotional Intellegence, and Job Satisfaction on Performance

    ERIC Educational Resources Information Center

    Ilyas, Muhammad; Abdullah, Tamrin

    2016-01-01

    This research aimed to study the influence of Leadership, Organizational Culture, Emotional Quotation, and Job Satisfaction to Teacher Performance of Senior High School at Palopo Municipality South Sulawesi. There were 78 teachers participated in this research. The results were: (1) Leadership directly affects teacher performance; (2) Emotional…

  4. Technology-Induced Stressors, Job Satisfaction and Workplace Exhaustion Among Journalism and Mass Communication Faculty.

    ERIC Educational Resources Information Center

    Beam, Randal A.; Kim, Eunseong; Voakes, Paul S.

    2003-01-01

    Contends that teaching journalism and mass communication has become a technology-intensive occupation. Reports on results of a national study of the use of technology in journalism and mass communication programs. Examines how technology-induced stress affects two aspects of work-life quality: job satisfaction and work-related exhaustion. (PM)

  5. The Effects of Principal Leadership Behavior on New Teachers' Overall Job Satisfaction

    ERIC Educational Resources Information Center

    Thomas, Sherree L.

    2014-01-01

    Teacher attrition has become a concern at local, state, and national levels. As a result, a number of researchers have examined the factors that affect teacher job satisfaction and retention. However, in spite of all the efforts in research to find a solution, problems associated with teacher attrition have not significantly improved. This study…

  6. Hierarchy and Happiness: The Influence of Emotion on Administrative Job Satisfaction

    ERIC Educational Resources Information Center

    Downey, John A.

    2008-01-01

    Administrative job satisfaction in higher education is influenced by intrinsic and interpersonal factors (Volkwein & Zhou, 2002, 2003). Pioneers of the "affect as information" hypothesis of emotion postulate that emotions provide value-laden information regarding whether goals, standards, and attitudes are impacted positively or negatively by…

  7. The Influence of Leadership Style on Teacher Job Satisfaction.

    ERIC Educational Resources Information Center

    Bogler, Ronit

    2001-01-01

    Examines principals' leadership style (transformational or transactional), decision-making process (autocratic or participative), and teachers' occupation perceptions on teacher job satisfaction in Israel. Finds that teacher perceptions of occupational prestige, self-esteem, autonomy at work, and professional self-development contribute the most…

  8. Job Satisfaction and Career Persistence of Beginning Teachers

    ERIC Educational Resources Information Center

    Mau, Wei-Cheng J.; Ellsworth, Randy; Hawley, Donna

    2008-01-01

    Purpose: The purpose of this research is to examine career persistence and job satisfaction of beginning teachers. Design/methodology/approach: Four hundred and fifty-one tenth grade students from a nationally representative sample, who aspired to be teachers, were examined over a ten year period regarding their career choices. Students who…

  9. Teachers Job Satisfaction and Motivation for School Effectiveness: An Assessment

    ERIC Educational Resources Information Center

    Ololube, Nwachukwu Prince

    2006-01-01

    Significantly, job satisfaction and motivation are very essential to the continuing growth of educational systems around the world and they rank alongside professional knowledge and skills, center competencies, educational resources as well as strategies, in genuinely determining educational success and performance. This study assessed the…

  10. The effect of the emotional intelligence on job satisfaction.

    PubMed

    Sener, Emine; Demirel, Ozlem; Sarlak, Kader

    2009-01-01

    People with high emotional and social capacity, people who can take them under control, understand and manage emotions of others expertly are more advantageous both in their private and professional lives. Under this scope, in order to investigate the effect of the emotional intelligence of nurses and midwives, who consist an important manpower in the health system, to their job satisfaction, an investigation has been conducted in Fethiye State Hospital with 80 individuals. Of the workers investigated, 36.3% were in 21-30 age group, 62.5% were 2 years-college graduated, 98.8% were clinical nurses, 36.3% worked since 6-10 years. It was found that total emotional intelligence of the workers was low (X=22.54, SS=5.14), and average job satisfaction levels were middle level (X=15.62, SS=3.27). A positive association was found between the emotional intelligence and job satisfaction. As a conclusion, the relationships between the demographic variables and emotional intelligence and job satisfaction were evaluated in the study.

  11. Job Satisfaction in the Shrimp Trawl Fisheries of Vietnam

    ERIC Educational Resources Information Center

    Sinh, Le Xuan

    2012-01-01

    This paper investigates the job satisfaction of small-scale shrimp trawl fishers in the vicinity of Camau National Park in southern Vietnam. The research sample consisted of 77 fishers who belong to a growing population of shrimp fishers in the region. The results suggest that 60% would change their fishing metier, 78% would leave fishing for…

  12. Job Satisfaction in the Shrimp Trawl Fisheries of Chennai, India

    ERIC Educational Resources Information Center

    Bavinck, Maarten

    2012-01-01

    Shrimp trawling represents an important fishing metier in South India, generating high levels of employment and economic value. It is also a contested metier, ostensibly contributing to environmental degradation and social inequality. This paper investigates the job satisfaction of crew members (captains and workers) on board the shrimp trawlers…

  13. The Community Education Coordinator: Sources of Job Satisfaction and Dissatisfaction.

    ERIC Educational Resources Information Center

    Sheppard, Bunny G.

    The determination of those factors of motivation and hygiene which led to job satisfaction/dissatisfaction of forty-five randomly selected community education coordinators in six mid-Atlantic states was the primary purpose of this interview-oriented research study. A second purpose was to examine the relationship between age, gender, marital…

  14. Job Satisfaction/Dissatisfaction of Nonpublic School Administrators

    ERIC Educational Resources Information Center

    Houpt, Jessica Jean

    2009-01-01

    Purpose. The purpose of this study was to (a) identify sources of job satisfaction/dissatisfaction in selected nonpublic schools that serve exceptional special education students in California; (b) identify the sources of dissatisfaction; (c) ascertain any significant difference between male and female perceptions of the…

  15. Teacher Job Satisfaction: Lessons from the TSW Pathfinder Project

    ERIC Educational Resources Information Center

    Butt, Graham; Lance, Ann; Fielding, Antony; Gunter, Helen; Rayner, Steve; Thomas, Hywel

    2005-01-01

    Government policy assumes that modernization and remodelling will be effective as external intervention mechanisms to improve job satisfaction. Based on data collected as part of the evaluation of the "Transforming the School Workforce Pathfinder Project", an argument is presented here which suggests that internal management models may be more…

  16. Principals' Leadership Styles and ESL Teachers' Job Satisfaction

    ERIC Educational Resources Information Center

    Jackson, K. A'jaydin

    2013-01-01

    The purpose of this research study was to examine principals' leadership styles and how and what extent it impacted teachers' job satisfaction. Principals' leadership styles were examined by middle and high school teachers' perceptions. This study drew from 10 middle and 10 high schools in a large school district located in Texas. Participants…

  17. Job Satisfaction and Role Clarity Among University and College Faculty.

    ERIC Educational Resources Information Center

    Locke, Edwin A.; And Others

    1983-01-01

    A study of faculty job satisfaction concerned with work achievement, work role clarity, superordinates, co-workers, pay promotions, and facilities is described. Results show that faculty are most dissatisfied with pay, promotions and administration; faculty with higher pay scales are more satisfied than those with lower pay scales. (Author/MLW)

  18. Teacher Burnout and Job Satisfaction among Agricultural Education Teachers

    ERIC Educational Resources Information Center

    Chenevey, Jamie L.; Ewing, John C.; Whittington, M. Susie

    2008-01-01

    The demands on teachers both in and out of classrooms combined with increased budget cuts have led many to question the levels of job satisfaction and burnout among agricultural education teachers. The purpose of this study was to describe the occurrence of burnout and the level at which burnout exists among agricultural education teachers in…

  19. Teacher Job Satisfaction and Burnout Viewed through Social Comparisons

    ERIC Educational Resources Information Center

    Kitchel, Tracy; Smith, Amy R.; Henry, Anna L.; Robinson, J. Shane; Lawver, Rebecca G.; Park, Travis D.; Schell, Ashley

    2012-01-01

    Understanding job satisfaction, stress, and burnout within agricultural education has the potential to impact the profession's future. Studying these factors through the theoretical lens of social comparison takes a cultural approach by investigating how agriculture teachers interact with and compare themselves to others. The purpose of this study…

  20. Leadership Style and Job Satisfaction in Higher Education Institutions

    ERIC Educational Resources Information Center

    Alonderiene, Raimonda; Majauskaite, Modesta

    2016-01-01

    Purpose: Although leadership is found to have impact on the followers' attitudes and performance there is a gap in leadership studies in HEIs, especially having Lithuania in mind. The purpose of this paper is to study the impact of leadership style on job satisfaction of faculty in higher education institutions (HEI). Design/methodology/approach:…

  1. Job Satisfaction among Fishers in the Dominican Republic

    ERIC Educational Resources Information Center

    Ruiz, Victor

    2012-01-01

    This paper reflects on the results of a job satisfaction study of small-scale fishers in the Dominican Republic. The survey results suggest that, although fishers are generally satisfied with their occupations, they also have serious concerns. These concerns include anxieties about the level of earnings, the condition of marine resources and the…

  2. Role Perceptions and Job Satisfaction of Community College Faculty.

    ERIC Educational Resources Information Center

    Corbin, Saladin K. T.

    This study examined the role perceptions of full-time faculty members at a large mid-Atlantic community college, focusing on role conflicts and levels of job satisfaction. One hundred and seventy-seven faculty members responded to surveys, and 20 participated in four focus groups organized according to race and gender, which yielded descriptive…

  3. Job Satisfaction in the Coastal Pelagic Fisheries of Senegal

    ERIC Educational Resources Information Center

    Sall, Aliou

    2012-01-01

    The marine fishery in Senegal, West Africa, is a major source of employment and food security. It currently faces the consequences of ecological degradation. This paper examines job satisfaction among small-scale purse seine fishers, who constitute one of the dominant fishing metiers in Senegal. The research sample consists of 80 purse seine…

  4. Motivation and Job Satisfaction of Catholic School Teachers

    ERIC Educational Resources Information Center

    Convey, John J.

    2014-01-01

    This article examines the relationship between Catholic school teachers' motivation and job satisfaction. The data are derived from a survey of 716 teachers in Catholic elementary and secondary schools in three dioceses in the US (Atlanta, GA; Biloxi, MS; and Cheyenne, WY). The school's academic philosophy and its environment were…

  5. The Relationship between Teacher Job Satisfaction and Principal Leadership Style.

    ERIC Educational Resources Information Center

    Heller, H. William; And Others

    1993-01-01

    A study employed Hersey and Blanchard's situational leadership concept to investigate the relationship between teacher job satisfaction and leadership behaviors of telling, selling, participating, and delegating. About 42 percent of the 339 teachers queried were dissatisfied. Teachers were least satisfied with teaching's financial aspects and most…

  6. Nursing Home Work Practices and Nursing Assistants' Job Satisfaction

    ERIC Educational Resources Information Center

    Bishop, Christine E.; Squillace, Marie R.; Meagher, Jennifer; Anderson, Wayne L.; Wiener, Joshua M.

    2009-01-01

    Purpose: To estimate the impact of nursing home work practices, specifically compensation and working conditions, on job satisfaction of nursing assistants employed in nursing homes. Design and Methods: Data are from the 2004 National Nursing Assistant Survey, responses by the nursing assistants' employers to the 2004 National Nursing Home Survey,…

  7. Determinants of Rural Physicians' Life and Job Satisfaction

    ERIC Educational Resources Information Center

    Lavanchy, Marcel; Connelly, Ian; Grzybowski, Stefan; Michalos, Alex C.; Berkowitz, Jonathan; Thommasen, Harvey V.

    2004-01-01

    Objective: To identify and quantify factors that contribute to rural physicians' satisfaction with their jobs and life as a whole. Design: Cross-sectional, mailed survey. Study population: Family physicians practicing in rural communities eligible for British Columbia's Northern and Isolation Allowance. Main measures: Demographics, Domain…

  8. Familial and Institutional Factors: Job Satisfaction for Female Counselor Educators

    ERIC Educational Resources Information Center

    Alexander-Albritton, Carrie; Hill, Nicole R.

    2015-01-01

    Job satisfaction based on familial and institutional factors was explored for 157 female counselor educators. Results indicate that female associate professors had lower levels of intrinsic rewards domain after controlling for institutional type. Parental responsibility and partnership status were equivocal, with significant interaction effects…

  9. Explaining and Forecasting Job Satisfaction: The Contribution of Occupational Profiling. Working Paper.

    ERIC Educational Resources Information Center

    Rose, Michael

    The contribution of occupational profiling to explaining and forecasting job satisfaction were analyzed by using data on job satisfaction for 33,249 workers from waves 1-7 of the British Household Panel Survey. Overall job satisfaction gradients were defined for major and minor groups of occupations in the United Kingdom's Standard Occupational…

  10. Burnout and Job Satisfaction in Rehabilitation Administrators and Direct Service Providers.

    ERIC Educational Resources Information Center

    Riggar, T. F.; And Others

    1984-01-01

    Compared levels of burnout and job satisfaction in 124 rehabilitation counselors and 115 administrators, using the Maslach Burnout Inventory and the Muthard and Miller Job Satisfaction Inventory. Results showed administrators reported higher levels of job satisfaction than counselors and that an inverse relationship existed between job…

  11. Type-A Behavior, Gender, and Job Satisfaction: A Research on Instructors

    ERIC Educational Resources Information Center

    Yazici, Hikmet; Altun, Fatma

    2013-01-01

    There has been some research which investigates the relationship between gender, different personality traits, and job satisfaction in the field of behavioral sciences. The aim of this study is to examine the difference between male and female instructors' job satisfaction and to investigate the predict level of job satisfaction by Type-A…

  12. Relationship between Teachers' Job Satisfaction and Their Attitudes towards Students' Beliefs and Motivation

    ERIC Educational Resources Information Center

    Salehi, Hadi; Taghavi, Elham; Yunus, Melor Md

    2015-01-01

    Many studies have been done in the developed countries due to the importance of job satisfaction; however, only a limited number of studies have been conducted on teachers' job satisfaction in Iran. This study is an attempt to investigate the relationship between teachers' job satisfaction and their attitudes towards students' beliefs and…

  13. Speech-Language Pathologist Job Satisfaction in School versus Medical Settings

    ERIC Educational Resources Information Center

    Kalkhoff, Nicole L.; Collins, Dana R.

    2012-01-01

    Purpose: The goal of this study was to determine if job satisfaction differs between speech-language pathologists (SLPs) working in school settings and SLPs working in medical settings. Method: The Job Satisfaction Survey (JSS) by Spector (1997) was sent via electronic mail to 250 SLPs in each of the 2 settings. Job satisfaction scores were…

  14. Supervisory Leadership Styles and State Vocational Rehabilitation Counselor Job Satisfaction and Productivity.

    ERIC Educational Resources Information Center

    Wilkinson, Alvin D.; Wagner, Robert M.

    1993-01-01

    Examined relationship between leadership scores on Blanchard's Situational Leadership II Model and job satisfaction scores on Rehabilitation Job Satisfaction Inventory. Found significant relationships between supervisory leadership styles and job satisfaction of state vocational rehabilitation agency counselors (n=115) in Missouri. Higher…

  15. A Comparative Study of Male and Female Early Childhood Teachers' Job Satisfaction in Turkey

    ERIC Educational Resources Information Center

    Sahin, Fatma Tezel; Sak, Ramazan

    2016-01-01

    The aim of the present study is to provide a comparative analysis of job satisfaction among male and female teachers in early childhood education. A total of 163 teachers participated in the study, which utilized Tahta's (An analysis of job satisfaction of preschool teachers, Hacettepe University, Ankara, 1995) Job Satisfaction Survey and a…

  16. Teachers' Job Satisfaction in Transitional Society within the Bedouin Arab Schools of the Negev.

    ERIC Educational Resources Information Center

    Saad, Ismael Abu; Isralowitz, Richard E.

    1992-01-01

    Describes a study of job satisfaction among 373 elementary teachers in Bedouin schools in southern Israel. Finds that the two most significant job satisfaction factors were teachers' satisfaction with work itself and teachers' satisfaction with social needs. Also finds that female teachers and teachers with higher educational levels were more…

  17. Special Educators and Attrition: The Relationship between Workplace Decision-Making and Job Satisfaction

    ERIC Educational Resources Information Center

    Tyler, Teresa Ann

    2012-01-01

    This exploratory, quantitative study investigated the relationship between special educators' perceptions of workplace decision-making and two types of satisfaction, overall job satisfaction and satisfaction with school/organization decision-making. To address this purpose, literature-based contributors to job satisfaction were identified and…

  18. National Collegiate Athletic Association Division and Primary Job Title of Athletic Trainers and Their Job Satisfaction or Intention to Leave Athletic Training

    PubMed Central

    Terranova, Aaron B.; Henning, Jolene M.

    2011-01-01

    Context: Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. Objective: To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Design: Cross-sectional study. Setting: A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. Patients or Other Participants: A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. Main Outcome Measure(s): We used separate 3 × 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. Results: We found differences for job title in the subscales of Fringe Benefits (F2,182 = 7.82, P = .001) and Operating Conditions (F2,182 = 12.01, P < .001). The JSS subscale Nature of Work was the greatest indicator of intention to leave (β = −0.45). Conclusions: We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a

  19. A Multi-Factor Analysis of Job Satisfaction among School Nurses

    ERIC Educational Resources Information Center

    Foley, Marcia; Lee, Julie; Wilson, Lori; Cureton, Virginia Young; Canham, Daryl

    2004-01-01

    Although job satisfaction has been widely studied among registered nurses working in traditional health care settings, little is known about the job-related values and perceptions of nurses working in school systems. Job satisfaction is linked to lower levels of job-related stress, burnout, and career abandonment among nurses. This study evaluated…

  20. Predictors of job satisfaction and burnout among tuberculosis management nurses and physicians

    PubMed Central

    2016-01-01

    OBJECTIVES: This study examined job satisfaction, empowerment, job stress, and burnout among tuberculosis management nurses and physicians in public healthcare institutions. METHODS: This was a cross-sectional study analyzing survey data collected from 249 nurses and 57 physicians in 105 public health centers, three public tuberculosis hospitals, and one tertiary hospital. The survey questionnaire comprised general characteristics, work-related characteristics, and four index scales (job satisfaction, empowerment, job stress, and burnout). The two-sample t-test was used to estimate the mean differences in the four index scales. Multiple regression analysis was used to determine whether general and work-related characteristics affected the four index scales. RESULTS: The job satisfaction and empowerment scores of the nurses were lower than those of the physicians. Except for the tuberculosis-specialized hospitals alone, the average job satisfaction scores of nurses were higher than those of physicians. Moreover, the nurses reported more job stress and burnout than did the physicians in tuberculosis departments in public healthcare institutions in Korea; in particular, the burnout reported by nurses was significantly higher than that reported by physicians at the National Medical Center. Marital status, nursing position, number of coworkers, the average number of days of overtime work per month, self-rated health, and hospital type were associated with the four index scales. CONCLUSIONS: Overall, nurses were more vulnerable to job stress and burnout than physicians. Reducing the workload of nurses by ensuring the presence of sufficient nursing staff and equipment, as well as by equipping facilities to prevent tuberculosis infections, should be considered priorities. PMID:26971698

  1. Perceived job importance and job performance satisfaction of selected clinical nutrition management responsibilities.

    PubMed

    Pratt, Peggy E; Kwon, Junehee; Rew, Martha L

    2005-07-01

    A nationwide survey of clinical nutrition managers was conducted to assess perceived importance of selected job responsibilities and perceived performance satisfaction of those job responsibilities. A questionnaire was developed to achieve the study objectives, validated by an expert panel, and pilot-tested prior to data collection. All members of the American Dietetic Association's Clinical Nutrition Management dietetic practice group (N=1,668) were asked to rate the importance of selected job responsibilities and their satisfaction with those responsibilities using Likert-type scales with descriptions. Results revealed that clinical nutrition managers perceived all job responsibilities listed in the questionnaire to be important (ie, the mean score of each responsibility was >3.0 of a 4.0 scale). Respondents rated regulatory-related job responsibilities as most important and were most satisfied with their performance of these responsibilities. Following regulatory-related responsibilities, clinical nutrition managers perceived patient satisfaction and staff retention to be more important than other responsibilities. In general, clinical nutrition managers were more satisfied with their job performance for job responsibilities that they ranked as more important.

  2. Job satisfaction of nurse teachers: a literature review. Part II: Effects and related factors.

    PubMed

    Gui, Li; Barriball, K Louise; While, Alison E

    2009-07-01

    This paper reports the effects and related factors of nurse teachers' job satisfaction. Much of the research to date has focused on the factors of job satisfaction with recent studies providing some evidence about its predictors. However, little research has focused on the effects of job satisfaction on individual nurse teachers or from an organizational or student perspective despite the growing global shortage of nurse teachers. The challenge and potential direction of research are discussed and it is argued that there is a need to establish a comprehensive model of job satisfaction and measure the impact of nurse teachers' job satisfaction from the perspective of key stakeholders.

  3. The Housing Graduate Assistantship: Factors that Affect Choice and Perceived Satisfaction.

    ERIC Educational Resources Information Center

    Winston, Roger B., Jr.; And Others

    1983-01-01

    Surveyed graduate housing assistants (N=147) to determine what factors affected their choice and perceived job satisfaction. Results showed most assistants were unmarried master's degree students who chose a housing assistantship for personal satisfaction and learning experiences. Most found the experience satisfying. (JAC)

  4. Nurse manager job satisfaction and intent to leave

    PubMed Central

    Warshawsky, Nora E.; Havens, Donna S.

    2015-01-01

    Background The nurse manager role is critical to staff nurse retention and often the portal to senior nursing leadership, yet little is known about nurse managers' job satisfaction and career plans. The purpose of this study was to describe nurse managers' job satisfaction and intent to leave. Methods An electronic survey was used to collect data from 291 nurse managers working in U.S. hospitals. Findings Seventy percent were satisfied or very satisfied with their jobs and 68% were either likely or very likely to recommend nursing management as a career choice. Seventy-two percent of these nurse managers were also planning to leave their positions in the next five years. The four most common reasons reported for intent to leave included burnout, career change, retirement, and promotion. Burnout was the most common reason cited by the entire sample but the fourth most common reason for leaving cited by those nurse managers who were planning to leave and also satisfied or very satisfied with their positions. Conclusions Recommendations for nursing leaders include evaluating the workload of nurse managers, providing career counseling, and developing succession plans. Additional research is needed to understand the determinants and consequences of nurse manager job satisfaction, intent to leave, and turnover. PMID:24689156

  5. Perceived Principals' Leadership Styles and Faculty Job Satisfaction in Higher Theological Institutions of Addis Ababa, Ethiopia: Is There a Difference?

    ERIC Educational Resources Information Center

    Tamrat Zeleke, Frew

    2013-01-01

    The job satisfaction of higher education faculty can be affected by the kind of leadership style practiced by leaders of an institution. This study examined perceived principals' leadership styles related to faculty job satisfaction in Higher Theological Institutions of Addis Ababa (HTIAA), Ethiopia. Leadership style in this study was defined…

  6. Factors associated with job and personal satisfaction in adult Brazilian intensivists

    PubMed Central

    Nassar Junior, Antonio Paulo; de Azevedo, Luciano César Pontes

    2016-01-01

    Objective To evaluate job and personal satisfaction rates in physicians who work in adult intensive care units and to identify the factors associated with satisfaction. Methods A cross-sectional study performed with physicians who participated in two intensive medicine online discussion groups. A questionnaire designed to assess the physician's sociodemographic profile and job was available for both groups for 3 months. At the end of the questionnaire, the participants addressed their degrees of job and personal satisfaction using a Likert scale in which 1 represented "very dissatisfied" and 5 represented "very satisfied". The association between sociodemographic and job characteristics with job and personal satisfaction was evaluated. Variables independently associated with satisfaction were identified using a logistic regression model. Results The questionnaire was answered by 250 physicians, of which 137 (54.8%) declared they were satisfied with their jobs and 34 (13.5%) were very satisfied. None of the evaluated characteristics were independently associated with job satisfaction. Regarding personal satisfaction, 136 (54.4%) physicians reported being satisfied, and 48 (19.9%) reported being very satisfied. Job satisfaction (OR = 7.21; 95%CI 3.21 - 16.20) and working in a university hospital (OR = 3.24; 95%CI 1.29 - 8.15) were factors independently associated with the personal satisfaction of the participants. Conclusion The participant physicians reported job and personal satisfaction with their work in intensive care. Job satisfaction and working in a university hospital were independently associated with greater personal satisfaction. PMID:27410405

  7. Psychological stress, anxiety, depression, job satisfaction, and personality characteristics in preregistration house officers.

    PubMed

    Newbury-Birch, D; Kamali, F

    2001-02-01

    Work related stress and anxiety may have a profound effect on an individual's wellbeing. In the case of doctors this may also affect patient care. This study measured stress, anxiety, and job satisfaction and the influence of personality factors on these in a group of preregistration house officers in the north east of England. A total of 109 preregistration house officers anonymously completed a lifestyles questionnaire designed to measure self rated psychological stress, state anxiety, job satisfaction, and personality characteristics. Results showed that 37.5% of women and 24% of men preregistration house officers suffered from possible psychological stress. Altogether 38.9% of women and 5.4% of men were suffering from possible anxiety and 8.3% of women and 2.7% of men were suffering from possible depression. The mean (SD) job satisfaction scores were 83.8(17.4) (range 52-127; median 86.5) for men and 80.5(16.7) (range 41-114; median 81) for women. Altogether 30.6% of men and 41.7% of women reported to be dissatisfied with the organisational processes in their job. There were significant negative correlations between stress and job satisfaction scores (r = -0.508; p<0.0001) and between anxiety and job satisfaction scores (r = -0.421; p<0.0001), and significant positive associations between anxiety and stress scores (r = 0.593; p<0.0001). Stress, anxiety, and depression scores were significantly correlated with neuroticism scores in both men and women. The personality characteristic of neuroticism was a predisposing factor for stress and anxiety in the junior doctors which may be taken into consideration when offering support and counselling. PMID:11161078

  8. Job satisfaction and career commitment among Alzheimer's care providers: addressing turnover and improving staff empowerment.

    PubMed

    Coogle, Constance L; Parham, Iris A; Rachel, Colleen A

    2011-11-01

    This study investigated the relation between job satisfaction and career commitment among 262 Alzheimer's care staff working in long-term and community-based care settings. It was anticipated that the results would suggest whether career commitment could be enhanced to positively influence job satisfaction, and conversely, if improvements in job satisfaction might contribute to a deepened sense of vocational empowerment. Participants attended dementia-specific training and completed 2 short work-related questionnaires that measured job satisfaction and career commitment. The results of stepwise regression revealed interrelations between the 2 constructs. Congruence appeared to be reciprocal with respect to the overall scale scores and the intrinsic job satisfaction measure. Unexpected relations appeared in analyses of the extrinsic job satisfaction measure and the career planning subscale. Results are indicative of the fundamental distinction between job satisfaction and career commitment. Implications for efforts to reduce turnover and improve staff empowerment are also considered. PMID:22207693

  9. Factors influencing job satisfaction in post-transition economies: the case of the Czech Republic.

    PubMed

    Čábelková, Inna; Abrhám, Josef; Strielkowski, Wadim

    2015-01-01

    This paper presents an analysis of factors influencing job satisfaction in post-transition economies on the example of the Czech Republic. Our research shows that women reported higher levels of job satisfaction compared to men. Education proved to be statistically significant in one of three indicators of job satisfaction. Personal income and workplace relationships proved to be positively and significantly related to all the three indicators of job satisfaction. Most of the occupational dummies were significantly related to two out of three indicators of job satisfaction. In addition, we found that Czech entrepreneurs enjoy and value their job, which indicates strong self-selection for doing business in post-transition economies. However, human capital expressed by the level of education was significant factor for job satisfaction, meaning that well-educated people might not be satisfied with their jobs or feel that their education and experience are wasted in the market economy. PMID:26693997

  10. Determinants of job satisfaction in foreign domestic helpers caring for people with dementia in Hong Kong.

    PubMed

    Bai, Xue; Kwok, Timothy C Y; Chan, Natalie Y T; Ho, Florence K Y

    2013-09-01

    The job satisfaction of live-in foreign domestic helpers (FDHs) may influence their caring motivation and the quality of care they provide, which may in turn affect the health status of care recipients. This study identifies the factors affecting job satisfaction of FDHs caring for people with dementia in Hong Kong, focusing especially on the role of FDHs' adaptation status, job self-efficacy and care recipients' situation. A total of 152 FDHs taking care of people with dementia were recruited from 6 day care centres for elderly people in Hong Kong when they attended with their care recipients. Data were collected from February to August 2011 and the response rate was 95%. Participants completed questionnaires which included measures of care recipients' dementia severity and disruptive behaviours, FDHs' demographic factors, personal adaptation status, caregiving self-efficacy and job satisfaction. Hierarchical regression analysis was conducted to analyse the data. The results showed that longer stay in Hong Kong, better fluency in Cantonese (local dialect), greater satisfaction in living conditions, higher caregiving self-efficacy and less disruptive behaviour of care recipients were independently associated with stronger job satisfaction in FDHs looking after people with dementia. On the basis of these findings, we would suggest that employers should consider helpers who have been in Hong Kong for a longer period of time and speak fluent Cantonese, and have previous experience of taking care of people with dementia. In addition, FDHs caring for people with dementia may benefit from carer training which improves their self-efficacy in dementia care. PMID:23496204

  11. Job satisfaction among community pharmacy professionals in Mekelle city, Northern Ethiopia

    PubMed Central

    Belay, Yared Belete

    2016-01-01

    Introduction Job satisfaction is a multidimensional, enduring, important, and much-researched concept in the field of organizational behavior and has been identified as recognition in one’s field of work, level of salary, opportunities for promotion, and achievement of personal goals. Job satisfaction directly affects the labor market behavior and economic efficiency by means of the impact on productivity and turnover of staff. The aim of this study was to assess the satisfaction level of pharmacy professionals in Mekelle city. Methods This institution-based cross-sectional study was conducted as a survey and only included voluntary participants. Those participants who did not volunteer to participate were excluded from the study. A structured questionnaire was used as a data collection tool; it was developed from different literature in the English language, and then the original tool was translated to the local language for the purpose of understanding. Results In Mekelle, ~100 pharmacy professionals work in private medicine retail outlets. From those, only 60 volunteered to participate in this study. Significant difference in job satisfaction and job stress were observed between those working full-time and part-time, with P-values of 0.031 and 0.021, respectively. Conclusion From the findings of the current study, it can be concluded that around two-thirds of pharmacy professionals in Mekelle city were satisfied with their professional practice. PMID:27703402

  12. Motivation and job satisfaction among medical and nursing staff in a Cyprus public general hospital

    PubMed Central

    2010-01-01

    Background The objective of this study was to investigate how medical and nursing staff of the Nicosia General Hospital is affected by specific motivation factors, and the association between job satisfaction and motivation. Furthermore, to determine the motivational drive of socio-demographic and job related factors in terms of improving work performance. Methods A previously developed and validated instrument addressing four work-related motivators (job attributes, remuneration, co-workers and achievements) was used. Two categories of health care professionals, medical doctors and dentists (N = 67) and nurses (N = 219) participated and motivation and job satisfaction was compared across socio-demographic and occupational variables. Results The survey revealed that achievements was ranked first among the four main motivators, followed by remuneration, co-workers and job attributes. The factor remuneration revealed statistically significant differences according to gender, and hospital sector, with female doctors and nurses and accident and emergency (A+E) outpatient doctors reporting greater mean scores (p < 0.005). The medical staff showed statistically significantly lower job satisfaction compared to the nursing staff. Surgical sector nurses and those >55 years of age reported higher job satisfaction when compared to the other groups. Conclusions The results are in agreement with the literature which focuses attention to management approaches employing both monetary and non-monetary incentives to motivate health care professionals. Health care professionals tend to be motivated more by intrinsic factors, implying that this should be a target for effective employee motivation. Strategies based on the survey's results to enhance employee motivation are suggested. PMID:21080954

  13. Job satisfaction, burnout, and turnover in health care social workers.

    PubMed

    Siefert, K; Jayaratne, S; Chess, W A

    1991-08-01

    The findings of two consecutive surveys of job satisfaction and burnout in national samples of health care social workers are presented. Between 1979 and 1989, there were significant increases in the proportion of social workers employed in private versus public agencies, in quantitative workload, and in social workers' perceptions of the challenges presented by their jobs. Role conflict and role ambiguity, lack of comfort, and dissatisfaction with financial rewards emerged as significant predictors of depersonalization and burnout. However, a significant increase in social workers' feelings of personal accomplishment also occurred, and high challenge emerged as a significant predictor of sense of effectiveness. PMID:1894206

  14. Exploring direct and indirect influences of physical work environment on job satisfaction for early-career registered nurses employed in hospitals.

    PubMed

    Djukic, Maja; Kovner, Christine T; Brewer, Carol S; Fatehi, Farida; Greene, William H

    2014-08-01

    We explored direct and indirect influences of physical work environment on job satisfaction in a nationally representative sample of 1,141 early-career registered nurses. In the fully specified model, physical work environment had a non-significant direct effect on job satisfaction. The path analysis used to test multiple indirect effects showed that physical work environment had a positive indirect effect (p < .05) on job satisfaction through ten variables: negative affectivity, variety, workgroup cohesion, nurse-physician relations, quantitative workload, organizational constraints, distributive justice, promotional opportunity, local and non-local job opportunities. The findings make important contributions to the understanding of the relationship between physical work environment and job satisfaction. The results can inform health care leaders' insight about how physical work environment influences nurses' job satisfaction. PMID:24985551

  15. Exploring direct and indirect influences of physical work environment on job satisfaction for early-career registered nurses employed in hospitals.

    PubMed

    Djukic, Maja; Kovner, Christine T; Brewer, Carol S; Fatehi, Farida; Greene, William H

    2014-08-01

    We explored direct and indirect influences of physical work environment on job satisfaction in a nationally representative sample of 1,141 early-career registered nurses. In the fully specified model, physical work environment had a non-significant direct effect on job satisfaction. The path analysis used to test multiple indirect effects showed that physical work environment had a positive indirect effect (p < .05) on job satisfaction through ten variables: negative affectivity, variety, workgroup cohesion, nurse-physician relations, quantitative workload, organizational constraints, distributive justice, promotional opportunity, local and non-local job opportunities. The findings make important contributions to the understanding of the relationship between physical work environment and job satisfaction. The results can inform health care leaders' insight about how physical work environment influences nurses' job satisfaction.

  16. Influence of stress resiliency on RN job satisfaction and intent to stay.

    PubMed

    Larrabee, June H; Wu, Ying; Persily, Cynthia A; Simoni, Patricia S; Johnston, Patricia A; Marcischak, Terri L; Mott, Christine L; Gladden, Stephanie D

    2010-02-01

    Registered nurse (RN) job satisfaction is a major predictor of intent to stay and job turnover, serious concerns to health care leaders. Predictors of job satisfaction include autonomy, control over daily practice, nurse-physician collaboration, transformational leadership, group cohesion, job stress, structural empowerment, and psychological empowerment. In the model of psychological empowerment, stress resiliency is the product of persons' interpretive styles and influences psychological empowerment. This study has evaluated the influence of stress resiliency on job stress, psychological empowerment, job satisfaction, and intent to stay using causal modeling. Participants are 464 RNs employed in five acute care hospitals in West Virginia. The final model has provided a very good fit to the data. Stress resiliency is a predictor of psychological empowerment, situational stress, and job satisfaction. This study provides the first evidence of the influence of stress resiliency on job stress, psychological empowerment, job satisfaction, and intent to stay in a sample of RNs.

  17. A Comparison of Workers Employed in Hazardous Jobs in Terms of Job Satisfaction, Perceived Job Risk and Stress: Turkish Jean Sandblasting Workers, Dock Workers, Factory Workers and Miners

    ERIC Educational Resources Information Center

    Sunal, Ayda Buyuksahin; Sunal, Onur; Yasin, Fatma

    2011-01-01

    The purpose of this study is to compare job satisfaction, perception of job risk, stress symptoms and vulnerability to stress of miners, dock workers, jean sandblasting workers and factory workers. A job satisfaction scale and stress audit scale were applied to 220 workers. Results revealed that dock and jean sandblasting workers perceived their…

  18. The Job Satisfaction-Life Satisfaction Relationship for Educators: A Cross-Cultural Study.

    ERIC Educational Resources Information Center

    Klass, Patricia Harrington; Michael, Noreen

    This study replicates a cross-cultural study by Steiner and Truxillo (1987) that tested completing hypotheses concerning the relationship between job and life satisfaction. It tested the generalization of the original study in two ways: it examined educators instead of managers and it compared those from Western and Eastern cultures rather than…

  19. Productivity improvement and job satisfaction among public health nutritionists.

    PubMed

    Vermeersch, J A; Feeney, M J; Wesner, K M; Dahl, T

    1979-12-01

    A workshop for public health nutritionists which scrutinized ways to improve productivity and job satisfaction is reported. Participants believed that productivity could be improved most by improving the execution of tasks, followed by better planning of programs, office management, and skills in group education, and by delegation of non-professional activities to lesser-trained personnel. Job satisfaction of public health nutritionists could be increased by reducing stress and discomfort and promoting feelings of personal effectiveness and efficiency through role clarification and by management training. There is a large potential for greater productivity in the profession. Realization of this potential will contribute measurably to the cost-effectiveness of nutritional services. PMID:117042

  20. An instrument to measure job satisfaction of nursing home administrators

    PubMed Central

    Castle, Nicholas G

    2006-01-01

    Background The psychometric properties of the nursing home administrator job satisfaction questionnaire (NHA-JSQ) are presented, and the steps used to develop this instrument. Methods The NHA-JSQ subscales were developed from pilot survey activities with 93 administrators, content analysis, and a research panel. The resulting survey was sent to 1,000 nursing home administrators. Factor analyses were used to determine the psychometric properties of the instrument. Results Of the 1,000 surveys mailed, 721 usable surveys were returned (72 percent response rate). The factor analyses show that the items were representative of six underlying factors (i.e., coworkers, work demands, work content, work load, work skills, and rewards). Conclusion The NHA-JSQ represents a short, psychometrically sound job satisfaction instrument for use in nursing homes. PMID:17029644

  1. Working conditions, work style, and job satisfaction among Albanian teachers

    NASA Astrophysics Data System (ADS)

    Kloep, Marion; Tarifa, Fatos

    1994-03-01

    For the first time in Albania, a large-scale study investigating teachers' working conditions was conducted. 349 teachers from many parts of the country and from all school levels answered an extensive questionnaire, providing a comprehensive description of their working situation. As data for parts of the study exist from the USA, Germany, Singapore, England, and Poland, results could be discussed in comparison to the conditions in these countries, showing that self-reported job satisfaction and engagement in effective classroom practices is relatively high among Albanian teachers, while the economic and physical conditions are bad. Stepwise regression analyses reveal that the items measuring professional autonomy account for a considerable part of the variance of the job satisfaction measure; while work efficiency is mainly predicted by items measuring social support and, again, professional autonomy.

  2. An analysis of relationships among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospitals.

    PubMed

    Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Neşet

    2013-01-01

    The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating

  3. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context.

    PubMed

    Zablah, Alex R; Carlson, Brad D; Donavan, D Todd; Maxham, James G; Brown, Tom J

    2016-05-01

    Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in relational contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record PMID:26783827

  4. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context.

    PubMed

    Zablah, Alex R; Carlson, Brad D; Donavan, D Todd; Maxham, James G; Brown, Tom J

    2016-05-01

    Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in relational contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record

  5. Prediction of Job Satisfaction Based on Workplace Facets for Adjunct Business Faculty at Four-Year Universities

    ERIC Educational Resources Information Center

    Lewis, Vance Johnson

    2012-01-01

    The purpose of this study was to examine the job satisfaction of adjuncts in the curriculum area of business at four-year universities and to determine the roles that individual job facets play in creating overall job satisfaction. To explore which job facets and demographics predict job satisfaction for the population, participants were asked to…

  6. The Contribution of Perceived Fit between Job Demands and Abilities to Teachers' Commitment and Job Satisfaction

    ERIC Educational Resources Information Center

    Bogler, Ronit; Nir, Adam E.

    2015-01-01

    The current study aims at exploring the common means that may improve organizational effectiveness by focusing on two main facets of organizational qualities: teacher commitment and job satisfaction. Data were collected from 841 randomly sampled teachers employed in 118 elementary schools in Israel. A quantitative questionnaire, which included…

  7. Keeping Them Happy: Job Satisfaction, Personality, and Attitudes toward Disability in Predicting Counselor Job Retention

    ERIC Educational Resources Information Center

    Lawrence, Emily R.; Glidden, Laraine M.; Jobe, Brian M.

    2006-01-01

    Employee retention was studied in 48 counselors working at a summer camp for children and adults with disabilities. We hypothesized that attitudes toward persons with disabilities, personality characteristics of counselors, job satisfaction, and previous counselor experience would predict whether counselors would elect to return to work the…

  8. Registered Dietitians in School Nutrition Leadership: Motivational Aspects of Job Selection and Job Satisfaction

    ERIC Educational Resources Information Center

    Dodson, Linette J.; Arendt, Susan W.

    2014-01-01

    Purpose/Objectives: This study examined motivational aspects related to selecting school nutrition leadership as a career by registered dietitians (RDs). Motivational aspects were defined as valued characteristics which influence individuals' desires for specific work environments. Aspects of job satisfaction were also explored. Methods: An…

  9. An Analysis of Burnout and Job Satisfaction among Turkish Special School Headteachers and Teachers, and the Factors Effecting Their Burnout and Job Satisfaction

    ERIC Educational Resources Information Center

    Sari, Hakan

    2004-01-01

    This study explores issues of burnout and job satisfaction among special school headteachers and teachers in Turkey. The purpose of the study is to determine whether there is a difference between headteachers' and teachers' burnout and job satisfaction in terms of work status, gender and work experiences, and to analyse the factors effecting their…

  10. Review and Implications of Job Satisfaction and Work Motivation Theories for Air Force Research.

    ERIC Educational Resources Information Center

    Tuttle, Thomas C.; Hazel, Joe T.

    The purpose of this report is to: (a) review certain major theories of work motivation, particularly as related to job satisfaction, (b) distill from such theories and other research, implications for an Air Force job satisfaction research program, and (c) provide a comprehensive bibliography of satisfaction/retention studies. The theoretical…

  11. Job Satisfaction, Recruitment, and Retention of Entry-Level Residence Life and Housing Staff

    ERIC Educational Resources Information Center

    Davidson, Denise L.

    2012-01-01

    Most workers aspire to jobs where they are highly satisfied. This satisfaction may come from remuneration, opportunities for advancement, the work itself, or other factors. Studies have shown that job satisfaction has the potential to reduce absenteeism and employee turnover, but we still know little about the specific satisfaction levels of…

  12. Job Satisfaction among Faculty of Color in Academe: Individual Survivors or Institutional Transformers?

    ERIC Educational Resources Information Center

    Laden, Berta Vigil; Hagedorn, Linda Serra

    2000-01-01

    Discusses satisfaction and issues pertaining to job retention among college faculty of color. Considers their satisfaction in environments where they are a minority, their perseverance and survival in tenure and promotion, reactions to a nonsupportive environment, and specific factors contributing to job satisfaction. Concludes that faculty of…

  13. Hanging on or Fading out? Job Satisfaction and the Long-Term Worker.

    ERIC Educational Resources Information Center

    Traut, Carol Ann; Larsen, Rick; Feimer, Steven H.

    2000-01-01

    A survey of 123 fire department employees found that years of service influenced overall job satisfaction and satisfaction with supervision, job content, departmental relations, and training. Those most satisfied were in the earliest years of service. Satisfaction with departmental relations received the lowest ratings. (SK)

  14. Levels of Job Satisfaction of Coaches Providing Education to Mentally Retarded Children in Turkey

    ERIC Educational Resources Information Center

    Ilhan, Ekrem Levent

    2012-01-01

    The purpose of this research is to determine the levels of job satisfaction of sports coaches who are providing education to mentally retarded children and to examine as well as their job satisfaction according to different variables. Survey method was preferred as the data collection tool and "Minnesota Satisfaction Inventory"--developed by…

  15. The relationship between job satisfaction and job factors in industrial work design: a case study of the automotive industries in Malaysia.

    PubMed

    Dawal, Siti Zawiah M; Taha, Z

    2004-12-01

    A survey was conducted to investigate the relationship between job satisfaction and job factors that affect work design in two automotives manufacturing companies in Malaysia. A set of multiple choices questionnaires was developed and data were collected by interviewing the employees at the production plant. Hundred and seventy male subjects between the ages of 18 to 40 years with the mean age of 26.8 and SD of 5.3 years and mean work experience of 6.5 and SD of 4.9 years took part in the survey. The survey focused on job factors, i.e. skill variety, task identity, task significance, autonomy and feedback. The results support the previous findings that job factors are significantly correlated to job satisfaction. Furthermore, it also highlights the significant influence of age, work experience and marital status.

  16. Work-family and family-work conflict: does intrinsic-extrinsic satisfaction mediate the prediction of general job satisfaction?

    PubMed

    Calvo-Salguero, Antonia; Martínez-De-Lecea, José-María Salinas; Carrasco-González, Ana-María

    2011-01-01

    The objective of this study is to analyze the mediating role of intrinsic and extrinsic job satisfaction in the relationship between the 2 dimensions of work-family conflict-family interfering with work (FIW) and work interfering with family (WIF)-and general job satisfaction. Step-by-step hierarchical regression analyses were carried out on a sample of 151 men and women from a Spanish public organization. The results confirmed the mediating role of intrinsic job satisfaction in the case of FIW. This highlights the importance of taking into account the level of satisfaction with the intrinsic facets of one's job as a measure for understanding why FIW has a negative impact on general job satisfaction. PMID:21902011

  17. Job Stress, Burnout and Job Satisfaction: An Intervention Study for Staff Working with People with Intellectual Disabilities

    ERIC Educational Resources Information Center

    Innstrand, Siw Tone; Espnes, Geir Arild; Mykletun, Reidar

    2004-01-01

    Background: The present paper reviews staff stress, burnout and job satisfaction. Methods: A longitudinal, quasi experimental study was carried out among staff working with people with intellectual disabilities in two municipalities in Norway. The purpose was to measure mean differences of stress, burnout and job satisfaction after different…

  18. Predicting Burnout and Job Satisfaction in Workplace Counselors: The Influence of Role Stressors, Job Challenge, and Organizational Knowledge

    ERIC Educational Resources Information Center

    Kirk-Brown, Andrea; Wallace, Debra

    2004-01-01

    The present study examines the antecedents of burnout and job satisfaction among counselors employed in workplace settings. Workplace counselors face the unique demands of managing dual client relationships (individual and organization) within the counseling setting. Antecedents of the job-related outcomes of burnout and satisfaction are likely to…

  19. Levels of Job Satisfaction and Performance of Sports Officers in Lagos State Secondary Schools

    ERIC Educational Resources Information Center

    Onifade, Ademola; Keinde, Idou; Kehinde, Eunice

    2009-01-01

    The purpose of this paper was to examine the relationship between job satisfaction levels of sports officers and sports performance of secondary schools in Lagos State. Data were collected from 200 subjects across 10 Local Education Districts. Job Descriptive Index was used to determine job satisfaction while performance in the Principals' Soccer…

  20. Teacher Job Satisfaction and Retention: A Comparison Study between the U.S. and China

    ERIC Educational Resources Information Center

    Ouyang, Meimei; Paprock, Kenneth

    2006-01-01

    Through a literature review regarding teacher job satisfaction in the U.S. and in China, in terms of community factors, school factors, and teacher characteristics, this paper finds that most teachers in both countries are satisfied with their jobs, but teachers cited various factors influencing their job satisfaction. This paper makes a…

  1. Burnout among Beginning Workers in Israel and Its Relationship to Social Support, Supervision, and Job Satisfaction.

    ERIC Educational Resources Information Center

    Rimmerman, Arie

    1989-01-01

    Administered Maslach Burnout Inventory to 40 beginning rehabilitation workers in Israel. Scores were correlated with self-ratings of family support, supervision on the job, and job satisfaction. Family support and job satisfaction were found to be negatively correlated with burnout subscales, but no significant relationships were found with…

  2. Examining the Impact of Fit on the Job Satisfaction of Midlevel Managers in Student Affairs

    ERIC Educational Resources Information Center

    Lombardi, Ryan Timothy

    2013-01-01

    The purpose of this study was to identify the relationship of personal characteristics, job characteristics, and fit on the job satisfaction of mid-level managers in student affairs. The study was quantitative in nature and used the Job Satisfaction Survey (Spector, 1997) and several additional instruments to assess the impact of these variables…

  3. What Students Want: Elements of Job Satisfaction Expectations among Multicultural Cohorts

    ERIC Educational Resources Information Center

    Brown, Dannie L.

    2015-01-01

    The purpose of this research was to assess students' expectations of future job satisfaction. Data were collected from 484 students enrolled in the BBA programme at Cape Breton University, Nova Scotia, Canada. Locke's job satisfaction theory and Hackman and Oldham's job characteristics model provided the theoretical foundation for the study.…

  4. The Relationship between Occupational Stress and Job Satisfaction: The Case of Pakistani Universities

    ERIC Educational Resources Information Center

    Chaudhry, Abdul Qayyum

    2012-01-01

    This paper aims to find out the relationship between occupational stress and job satisfaction based on age, gender, nature of job, cadre, work experience of university teachers, and sector of university. The Pearson correlation indicates: no significant relationship found between job satisfaction and overall occupational stress; inverse…

  5. The Effects of Gender of Private Sports Establishment Administrators on Job Satisfaction: A Case of Istanbul

    ERIC Educational Resources Information Center

    Erol, Mustafa

    2015-01-01

    This study aims to indicate whether work satisfaction varies according to gender, the job itself and factors of human resources. To evaluate reassurence related with their jobs, a short version of "Minnesota Jobs Satisfaction'' survey was carried out with 32 men and 18 women who work at private sporting establishments in Anatolian side of…

  6. The role of conflict resolution styles on nursing staff morale, burnout, and job satisfaction in long-term care.

    PubMed

    Montoro-Rodriguez, Julian; Small, Jeff A

    2006-06-01

    This study focuses on the ability of nursing staff to interact with residents in a way that affects positively on the nurses' well-being and occupational satisfaction. It investigates the role of coping skills related to staff-resident interactions, in particular, the use of conflict resolution styles and their influence on the level of morale, burnout and job satisfaction of nursing professionals. A self-administered questionnaire was used to collect information from 161 direct care nursing staff. The authors used a multiple regression procedure to examine the influence of predictors on nursing staff outcomes. Multivariate analyses indicated that nurses' psychological morale, occupational stress, and job satisfaction are influenced by conflict resolution styles, after controlling by individual characteristics, work demands, and work resources factors. The findings highlight the importance of considering personal coping abilities to foster positive staff-resident interactions and to increase nurses' morale and job satisfaction. PMID:16648392

  7. Pediatric novice nurses: examining compassion fatigue as a mediator between stress exposure and compassion satisfaction, burnout, and job satisfaction.

    PubMed

    Meyer, Rika M L; Li, Angela; Klaristenfeld, Jessica; Gold, Jeffrey I

    2015-01-01

    We investigated whether compassion fatigue mediated associations between nurse stress exposure and job satisfaction, compassion satisfaction, and burnout, controlling for pre-existing stress. The Life Events Checklist was administered to 251 novice pediatric nurses at the start of the nurse residency program (baseline) and 3 months after to assess pre-existing and current stress exposure. Compassion satisfaction, compassion fatigue, and burnout were assessed 3 months after baseline and job satisfaction 6 months after. Stress exposure significantly predicted lower compassion satisfaction and more burnout. Compassion fatigue partially mediated these associations. Results demonstrate a need for hospitals to prevent compassion fatigue in healthcare providers.

  8. Institutional Variables, Collegial Relationships, and Occupational Satisfaction: Testing the Conceptual Framework of Faculty Job Satisfaction among Counselor Educators

    ERIC Educational Resources Information Center

    Michel, Rebecca E.

    2012-01-01

    Occupational satisfaction is the extent to which individuals are fulfilled by their employment. The Conceptual Framework of Faculty Job Satisfaction (Hagedorn, 2000) describes how aspects of work impact occupational satisfaction, yet researchers have not previously used this model with counselor educators. This study investigated the applicability…

  9. Job stress and job satisfaction among new graduate nurses during the first year of employment in Taiwan.

    PubMed

    Cheng, Ching-Yu; Liou, Shwu-Ru; Tsai, Hsiu-Min; Chang, Chia-Hao

    2015-08-01

    Nurse graduates are leaving their first employment at an alarming rate. The purpose of this study was to explore the relationships between job stress, job satisfaction and related factors over time among these nurses. This study applied a longitudinal design with three follow-ups after nurse graduates' first employment began. Using convenience sampling, participants were 206 new graduates from a university. The Work Environment Nursing Satisfaction Survey and the Clinical Stress Scale were used in this study. Results indicated that job stress remained moderate across three time points. Participants working 12 h shifts exhibited less job stress. Job satisfaction significantly increased in the twelfth month. Participants working 12 h shifts had a higher degree of job satisfaction. Job stress was negatively correlated with job satisfaction. The 12 h work shifts were related to job stress and job satisfaction. These results implied that health-care administrators need to provide longer orientation periods and flexible shift schedules for new graduate nurses to adapt to their work environment.

  10. An Investigation of Career and Job Satisfaction in Relation to Personality Traits of Information Professionals

    ERIC Educational Resources Information Center

    Williamson, Jeanine M.; Pemberton, Anne E.; Lounsbury, John W.

    2005-01-01

    This study collected data on personality characteristics, job satisfaction, and career satisfaction from more than 1,300 information professionals. Respondents included academic reference librarians, archivists, catalogers, distance education librarians, public librarians, records managers, school media specialists, special librarians, systems…

  11. Customer Satisfaction Perceptions of Dislocated Workers Served by WIN Job Centers in the Mississippi Corridor Consortium

    ERIC Educational Resources Information Center

    Washburn, Dava Michelle

    2009-01-01

    The purpose of this study was to determine the perceptions of satisfaction of dislocated workers served by WIN Job Centers in the Mississippi Corridor Consortium. Four WIN Job Centers participated in this study: Northeast Mississippi Community College WIN Job Center in Corinth, Northwest Mississippi Community College WIN Job Center in Oxford,…

  12. Association between intention to stay on the job and job satisfaction among Japanese nurses in small and medium-sized private hospitals.

    PubMed

    Kudo, Yasushi; Satoh, Toshihiko; Hosoi, Kaori; Miki, Takeo; Watanabe, Mitsuyasu; Kido, Shigeri; Aizawa, Yoshiharu

    2006-11-01

    In order to examine the relationship between the intention to stay on the job and job satisfaction among Japanese nurses, and to obtain clues for preventing turnover, we conducted a questionnaire survey. The subjects involved in the survey included 625 female nurses (registered nurses, licensed practical nurses and assistant nurses) working in 4 small and medium-sized private hospitals, excluding directors of nursing. Of the 625 questionnaires distributed, 556 (89.0%) were returned. After excluding the questionnaires with missing values, 480 questionnaires were analyzed (effective response rate, 76.8%). The average age of the respondents was 32.8 yr (range: 20-65). The content of the questionnaire was nurse attributes, job satisfaction (30 items) and intention to stay on the job. For job satisfaction, factor analysis (principal factor method and promax rotation) was performed, and factors with an eigenvalue of > or =1 were extracted. Six factors were extracted by factor analysis. These factors were interpreted as "Work as specialists" (1st factor), "Relationship with superiors" (2nd factor), "Comfortable life" (3rd factor), "Relationship among nurses" (4th factor), "Communication with physicians" (5th factor) and "Working conditions" (6th factor). The factor scores were calculated and used as a scale for the evaluation of job satisfaction. To investigate the factors associated with intention to stay on the job among nurses, the standard partial regression coefficient was computed by multiple linear regression analysis, with intention to stay on the job as the dependent variable, and nurse attributes and job satisfaction (factor scores) as independent variables. Various factors including the organizational culture of each hospital may affect the relationship between job satisfaction and the intention to stay on the job. In order to adjust for these factors, differences among hospitals were included in the statistical model as independent variables. The result of the

  13. Job satisfaction among nursing staff in a military health care facility.

    PubMed

    Allgood, C; O'Rourke, K; VanDerslice, J; Hardy, M A

    2000-10-01

    Job satisfaction in the workplace affects absenteeism, turnover, and performance. We conducted a cross-sectional study of 201 nursing personnel to assess satisfaction among nursing staff at a military hospital in the southwestern United States. Participants completed a self-administered survey in which they rated professional status, autonomy, pay, organizational policies, task requirements, and interaction by importance and satisfaction. Autonomy, professional status, and pay were the most important factors and organizational policies was the least important factor. Military staff were slightly more satisfied with staff interactions than civilian staff. Nursing personnel working in specialty care units were significantly more satisfied with interactions and professional status, but they valued organizational policies less than those working in general units. Professionals were significantly more satisfied with pay and autonomy, whereas nonprofessionals were more satisfied with task requirements and professional status. PMID:11050873

  14. Jordanian nurses' job satisfaction and intent to stay: comparing teaching and non-teaching hospitals.

    PubMed

    Mrayyan, Majd T

    2007-01-01

    The aims of this study were to identify variables of Jordanian nurses' job satisfaction and intent to stay, compare the phenomena of interest in teaching and non-teaching hospitals, and correlate the two concepts of nurses' job satisfaction and intent to stay. A convenience sample of 433 nurses was obtained from three teaching hospitals and two non-teaching hospitals. Nurses were "neither satisfied nor dissatisfied" and were "neutral" in reporting their intent to stay at their current jobs. Nurses who were working in non-teaching hospitals reported higher job satisfaction and intent to stay rates than those working in teaching hospitals. Nurses' job satisfaction and intent to stay were at the borderlines, which require the immediate attention of nursing and hospital administrators. Nurses' job satisfaction and intent to stay, particularly in teaching hospitals, have to be promoted; thus, interventions have to be effectively initiated and maintained at the unit and organizational levels. PMID:17540315

  15. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey.

    PubMed

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Hoque, Kazi Enamul; Beh, Loo-See; Wanke, Peter; Arslan, Özgün

    2016-01-01

    The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses' demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses' job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses' job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service.

  16. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey.

    PubMed

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Hoque, Kazi Enamul; Beh, Loo-See; Wanke, Peter; Arslan, Özgün

    2016-01-01

    The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses' demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses' job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses' job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service. PMID:27168960

  17. Job satisfaction and intention to quit: an empirical analysis of nurses in Turkey

    PubMed Central

    Azad, Md. Abul Kalam; Hoque, Kazi Enamul; Beh, Loo-See; Wanke, Peter; Arslan, Özgün

    2016-01-01

    The aim of this study was to identify the facets influencing job satisfaction and intention to quit of nurses employed in Turkey. Using a non-probability sampling technique, 417 nurses from six large private hospitals were surveyed from March 2014 to June 2014. The nurses’ demographic data, their job-related satisfaction and turnover intentions were recorded through a self-administered questionnaire. In this study, descriptive and bivariate analyses were used to explore data, and multivariate analysis was performed using logistic regression. Nurses’ job satisfaction was found at a moderate level with 61% of the nurses intended to quit. Nevertheless, nurses reported a high satisfaction level with work environment, supervisor support, and co-workers among the selected nine facets of job satisfaction. They also reported a low satisfaction level with contingent reward, fringe benefits, and pay. The impact of demographic characteristics on job satisfaction and intention to quit was also examined. The study revealed a negative relationship between job satisfaction and intention to quit the existing employment. Moreover, satisfaction with supervisor support was the only facet that significantly explained turnover intent when controlling for gender, age, marital status, education, and experience. The implications for nurse management were also described for increasing nurses’ job satisfaction and retention. This study is beneficial for hospital management to ensure proper nursing care that would lead to a better quality healthcare service. PMID:27168960

  18. Individual Skills Based Volunteerism and Life Satisfaction among Healthcare Volunteers in Malaysia: Role of Employer Encouragement, Self-Esteem and Job Performance, A Cross-Sectional Study

    PubMed Central

    Veerasamy, Chanthiran; Sambasivan, Murali; Kumar, Naresh

    2013-01-01

    The purpose of this paper is to analyze two important outcomes of individual skills-based volunteerism (ISB-V) among healthcare volunteers in Malaysia. The outcomes are: job performance and life satisfaction. This study has empirically tested the impact of individual dimensions of ISB-V along with their inter-relationships in explaining the life satisfaction and job performance. Besides, the effects of employer encouragement to the volunteers, demographic characteristics of volunteers, and self-esteem of volunteers on job performance and life satisfaction have been studied. The data were collected through a questionnaire distributed to 1000 volunteers of St. John Ambulance in Malaysia. Three hundred and sixty six volunteers responded by giving their feedback. The model was tested using Structural Equation Modeling (SEM). The main results of this study are: (1) Volunteer duration and nature of contact affects life satisfaction, (2) volunteer frequency has impact on volunteer duration, (3) self-esteem of volunteers has significant relationships with volunteer frequency, job performance and life satisfaction, (4) job performance of volunteers affect their life satisfaction and (5) current employment level has significant relationships with duration of volunteering, self esteem, employer encouragement and job performance of volunteers. The model in this study has been able to explain 39% of the variance in life satisfaction and 45% of the variance in job performance. The current study adds significantly to the body of knowledge on healthcare volunteerism. PMID:24194894

  19. Staff stress and job satisfaction at a children's hospice.

    PubMed Central

    Woolley, H; Stein, A; Forrest, G C; Baum, J D

    1989-01-01

    A study of staff stress and job satisfaction was undertaken in a children's hospice. In addition factors were investigated which might be stressful or which helped staff to manage in difficult circumstances. Three quarters were under comparatively little stress and in general showed very few psychological symptoms but a distinct subgroup were under a great deal of stress. A number of factors, notably recent personal bereavement and unresolved grief about a death that had occurred before they came to work at the hospice, distinguished this small group. Job satisfaction was generally high. The main sources of stress were: the sense of impotence staff felt when they were unable to relieve perceived needs or distress; dealing with negative responses in families, and conflicts within the staff group. The most important mitigating factors were: the informal support that staff provided for each other in this small cohesive working unit, the homelike atmosphere of the hospice, and the diversity of professional and personal skills among the staff group. The implications of these findings for reducing stress among staff dealing with dying people are discussed; this includes not only staff on paediatric wards, intensive care and neonatal units, but also community paediatric nurses. PMID:2923460

  20. Staff stress and job satisfaction at a children's hospice.

    PubMed

    Woolley, H; Stein, A; Forrest, G C; Baum, J D

    1989-01-01

    A study of staff stress and job satisfaction was undertaken in a children's hospice. In addition factors were investigated which might be stressful or which helped staff to manage in difficult circumstances. Three quarters were under comparatively little stress and in general showed very few psychological symptoms but a distinct subgroup were under a great deal of stress. A number of factors, notably recent personal bereavement and unresolved grief about a death that had occurred before they came to work at the hospice, distinguished this small group. Job satisfaction was generally high. The main sources of stress were: the sense of impotence staff felt when they were unable to relieve perceived needs or distress; dealing with negative responses in families, and conflicts within the staff group. The most important mitigating factors were: the informal support that staff provided for each other in this small cohesive working unit, the homelike atmosphere of the hospice, and the diversity of professional and personal skills among the staff group. The implications of these findings for reducing stress among staff dealing with dying people are discussed; this includes not only staff on paediatric wards, intensive care and neonatal units, but also community paediatric nurses.

  1. Job and life satisfaction of nonstandard workers in South Korea.

    PubMed

    Lee, Bokim

    2013-08-01

    Since the South Korean financial crisis of the late 1990s, the number of nonstandard workers in South Korea has increased rapidly. With such a drastic change, it has been difficult to establish national welfare systems (e.g., accident insurance or support for families with dependent children) for nonstandard workers and identify critical aspects of their health. To evaluate job and life satisfaction among nonstandard workers, this study used a representative sample of South Koreans. Using data from the 2008 Korean Labor and Income Panel Study, the sample size totaled 4,340 observations, of which 1,344 (31.0%) involved nonstandard workers. Significant differences in job and life satisfaction between nonstandard workers and standard workers were found. The results also indicate discrimination in the welfare and fringe benefit systems in South Korea. Occupational health nurses must address the physical and psychological health issues, personal problems, and everyday life concerns of nonstandard workers. Given that the employment status of nonstandard workers in companies is generally unstable, it is difficult for these workers to report poor working conditions to employers or other authorities. Accordingly, occupational health nurses should advocate for nonstandard workers by notifying employers of the many problems they face. PMID:23930659

  2. The Effect of Nurse-Physician Collaboration on Job Satisfaction, Team Commitment, and Turnover Intention in Nurses.

    PubMed

    Galletta, Maura; Portoghese, Igor; Carta, Mauro Giovanni; D'Aloja, Ernesto; Campagna, Marcello

    2016-10-01

    Voluntary turnover in nursing can lead to nursing shortages that affect both individuals and the entire hospital unit. We investigated the relationship between group- and individual-level variables by examining the association of nurses' job satisfaction and team commitment at the individual level, and nurse-physician collaboration at the group level, with individuals' intention to leave the unit at the individual level. A self-report questionnaire was administered to 1,024 nurses on 72 units in 3 Italian hospitals. At the individual level, affective commitment partially mediated the relationship between job satisfaction and nursing turnover intention. Moreover, a cross-level interaction was found. Nurses with high levels of job satisfaction showed high levels of identification with their team, and this relationship was stronger when the group perception of nurse-physician collaboration was high. Results suggested that managerial strategies to promote nurse-physician collaboration may be important to increase nurses' affective commitment to the team. At the individual level, job satisfaction and team affective commitment are important factors for retaining staff, and at the group level, good work collaboration with physicians is instrumental in developing nurses' affective identification with the team. © 2016 Wiley Periodicals, Inc. PMID:27233052

  3. The Effect of Nurse-Physician Collaboration on Job Satisfaction, Team Commitment, and Turnover Intention in Nurses.

    PubMed

    Galletta, Maura; Portoghese, Igor; Carta, Mauro Giovanni; D'Aloja, Ernesto; Campagna, Marcello

    2016-10-01

    Voluntary turnover in nursing can lead to nursing shortages that affect both individuals and the entire hospital unit. We investigated the relationship between group- and individual-level variables by examining the association of nurses' job satisfaction and team commitment at the individual level, and nurse-physician collaboration at the group level, with individuals' intention to leave the unit at the individual level. A self-report questionnaire was administered to 1,024 nurses on 72 units in 3 Italian hospitals. At the individual level, affective commitment partially mediated the relationship between job satisfaction and nursing turnover intention. Moreover, a cross-level interaction was found. Nurses with high levels of job satisfaction showed high levels of identification with their team, and this relationship was stronger when the group perception of nurse-physician collaboration was high. Results suggested that managerial strategies to promote nurse-physician collaboration may be important to increase nurses' affective commitment to the team. At the individual level, job satisfaction and team affective commitment are important factors for retaining staff, and at the group level, good work collaboration with physicians is instrumental in developing nurses' affective identification with the team. © 2016 Wiley Periodicals, Inc.

  4. Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective.

    PubMed

    Xia, Ying; Zhang, Li; Zhao, Ning

    2016-09-20

    Participation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees' participation in decision-making positively affected their job satisfaction (β = .32, p < .001), and the effect was mediated by communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p < .05). Thus, open communication and the free flow of information within organizations should be encouraged.

  5. Can conflict be energizing? a study of task conflict, positive emotions, and job satisfaction.

    PubMed

    Todorova, Gergana; Bear, Julia B; Weingart, Laurie R

    2014-05-01

    Scholars have assumed that the presence of negative emotions during task conflict implies the absence of positive emotions. However, emotions researchers have shown that positive and negative emotions are not 2 ends of a bipolar continuum; rather, they represent 2 separate, orthogonal dimensions. Drawing on affective events theory, we develop and test hypotheses about the effects of task conflict on positive emotions and job satisfaction. To this end, we distinguish among the frequency, intensity, and information gained from task conflict. Using field data from 232 employees in a long-term health care organization, we find that more frequent mild task conflict expression engenders more information acquisition, but more frequent intense task conflict expression hinders it. Because of the information gains from mild task conflict expression, employees feel more active, energized, interested, and excited, and these positive active emotions increase job satisfaction. The information gained during task conflict, however, is not always energizing: It depends on the extent to which the behavioral context involves active learning and whether the conflict is cross-functional. We discuss theoretical implications for conflict, emotions, and job satisfaction in organizations.

  6. Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective.

    PubMed

    Xia, Ying; Zhang, Li; Zhao, Ning

    2016-01-01

    Participation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees' participation in decision-making positively affected their job satisfaction (β = .32, p < .001), and the effect was mediated by communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p < .05). Thus, open communication and the free flow of information within organizations should be encouraged. PMID:27644126

  7. [How are we today? On physicians' health, well-being and job satisfaction].

    PubMed

    Aasland, O G; Falkum, E

    1992-12-10

    The authors present a review of Scandinavian and English literature on physicians' health and well-being. A simple model with three groups of effect variables (health, well-being and job satisfaction) and 16 groups of possible affect variables (gender, age, personality, family background, childhood conditions, student years, house officer period, working conditions, specialty, conditions and attitudes in society, patients, colleagues, lifestyle, living conditions, social network and family) are used as a framework for the review. Suicide mortality is higher among physicians than in other occupations. Female and young physicians seem to be most at risk of experiencing stress and psychosocial problems. There may be an inherent personality incongruence between the ideal doctor and the good spouse and parent. Having an "instrumental" specialty and working style, and not having to cope with too much professional uncertainty, seem to protect against stress and burnout. The review shows that greater consideration should be given to factors like these when carrying out a comprehensive study of physicians' health, well-being and job satisfaction. The forthcoming survey of Norwegian physicians' health, well-being and job satisfaction (Legekårsundersøkelsen) will include all the areas reviewed. PMID:1485300

  8. Burnout, social support, and job satisfaction among Jordanian mental health nurses.

    PubMed

    Hamaideh, Shaher H

    2011-01-01

    Burnout occurs in occupations, such as nursing, where a significant proportion of time is spent in close involvement with other people. Mental health nursing has been considered an area that is subjected to high levels of burnout. Burnout in mental health nursing affects both individuals and organizations. The purposes of this study were to measure the levels of burnout and identify the correlates of burnout among Jordanian mental health nurses. A descriptive correlational design was used to collect data from mental health nurses using the Maslach Burnout Inventory, Social Support Scale, Job Satisfaction Scale, and demographic and work-related variables through a self-reported questionnaire. The sample consisted of 181 mental health nurses recruited from all mental health settings in Jordan. Jordanian mental health nurses showed high levels of emotional exhaustion and moderate levels of depersonalization and personal accomplishment. Scores of job satisfaction and social support were slightly higher than the midrange. Significant correlations were found among burnout categories, job satisfaction, social support, and demographic and work-related variables. Predictor variables accounted for 32.7% of emotional exhaustion, 27.7% of depersonalization, and 16.8% of personal accomplishment. Results revealed that a comprehensive interventional approach aimed at minimizing the risk of burnout among mental health nurses is needed. Such an approach should involve interventions at both individual and organizational levels.

  9. Personality Polygenes, Positive Affect, and Life Satisfaction.

    PubMed

    Weiss, Alexander; Baselmans, Bart M L; Hofer, Edith; Yang, Jingyun; Okbay, Aysu; Lind, Penelope A; Miller, Mike B; Nolte, Ilja M; Zhao, Wei; Hagenaars, Saskia P; Hottenga, Jouke-Jan; Matteson, Lindsay K; Snieder, Harold; Faul, Jessica D; Hartman, Catharina A; Boyle, Patricia A; Tiemeier, Henning; Mosing, Miriam A; Pattie, Alison; Davies, Gail; Liewald, David C; Schmidt, Reinhold; De Jager, Philip L; Heath, Andrew C; Jokela, Markus; Starr, John M; Oldehinkel, Albertine J; Johannesson, Magnus; Cesarini, David; Hofman, Albert; Harris, Sarah E; Smith, Jennifer A; Keltikangas-Järvinen, Liisa; Pulkki-Råback, Laura; Schmidt, Helena; Smith, Jacqui; Iacono, William G; McGue, Matt; Bennett, David A; Pedersen, Nancy L; Magnusson, Patrik K E; Deary, Ian J; Martin, Nicholas G; Boomsma, Dorret I; Bartels, Meike; Luciano, Michelle

    2016-10-01

    Approximately half of the variation in wellbeing measures overlaps with variation in personality traits. Studies of non-human primate pedigrees and human twins suggest that this is due to common genetic influences. We tested whether personality polygenic scores for the NEO Five-Factor Inventory (NEO-FFI) domains and for item response theory (IRT) derived extraversion and neuroticism scores predict variance in wellbeing measures. Polygenic scores were based on published genome-wide association (GWA) results in over 17,000 individuals for the NEO-FFI and in over 63,000 for the IRT extraversion and neuroticism traits. The NEO-FFI polygenic scores were used to predict life satisfaction in 7 cohorts, positive affect in 12 cohorts, and general wellbeing in 1 cohort (maximal N = 46,508). Meta-analysis of these results showed no significant association between NEO-FFI personality polygenic scores and the wellbeing measures. IRT extraversion and neuroticism polygenic scores were used to predict life satisfaction and positive affect in almost 37,000 individuals from UK Biobank. Significant positive associations (effect sizes <0.05%) were observed between the extraversion polygenic score and wellbeing measures, and a negative association was observed between the polygenic neuroticism score and life satisfaction. Furthermore, using GWA data, genetic correlations of -0.49 and -0.55 were estimated between neuroticism with life satisfaction and positive affect, respectively. The moderate genetic correlation between neuroticism and wellbeing is in line with twin research showing that genetic influences on wellbeing are also shared with other independent personality domains. PMID:27546527

  10. Inverse roles of emotional labour on health and job satisfaction among long-term care workers in Japan.

    PubMed

    Tsukamoto, Erika; Abe, Takeru; Ono, Michikazu

    2015-01-01

    Emotional labour increases among long-term care workers because providing care and services to impaired elders causes conflicting interpersonal emotions. Thus, we investigated the associations between emotional labour, general health and job satisfaction among long-term care workers. We conducted a cross-sectional study among 132 established, private day care centres in Tokyo using a mail survey. The outcome variables included two health-related variables and four job satisfaction variables: physical and psychological health, satisfaction with wages, interpersonal relationships, work environment and job satisfaction. We performed multiple regression analyses to identify significant factors. Directors from 36 facilities agreed to participate. A total of 123 responses from long-term care workers were analysed. Greater emotional dissonance was associated with better physical and psychological health and worse work environment satisfaction (partial regression coefficient: -2.93, p = .0389; -3.32, p = .0299; -1.92, p = .0314, respectively). Fewer negative emotions were associated with more job satisfaction (partial regression coefficient: -1.87, p = .0163). We found that emotional labour was significantly inversely associated with health and job satisfaction. Our findings indicated that the emotional labour of long-term care workers has a negative and positive influence on health and workplace satisfaction, and suggests that care quality and stable employment among long-term care workers might affect their emotional labour. Therefore, we think a programme to support emotional labour among long-term care workers in an organized manner and a self-care programme to educate workers regarding emotional labour would be beneficial. PMID:25263457

  11. Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations.

    PubMed

    Nielsen, Morten Birkeland; Mearns, Kathryn; Matthiesen, Stig Berge; Eid, Jarle

    2011-10-01

    Using the Job Demands-Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety. PMID:21534979

  12. Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations.

    PubMed

    Nielsen, Morten Birkeland; Mearns, Kathryn; Matthiesen, Stig Berge; Eid, Jarle

    2011-10-01

    Using the Job Demands-Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety.

  13. An Investigation of the Workload and Job Satisfaction of North Carolina's Special Education Directors

    ERIC Educational Resources Information Center

    Cash, Jennifer Brown

    2013-01-01

    Keywords: special education directors, workload, job satisfaction, special education administration. The purpose of this mixed methods research study was to investigate employee characteristics, workload, and job satisfaction of special education directors employed by local education agencies in North Carolina (N = 115). This study illuminates the…

  14. The Relationship Between Sex and Intrinsic Job Satisfaction of Adult Educators.

    ERIC Educational Resources Information Center

    Hinkley, Nancy E.

    Relatively few studies of job satisfaction have dealt with sex as a significant variable. Recent studies have determined that Maslow's hierarchy of needs has particular application to the work situation and to an examination of sex differences in intrinsic job satisfaction. A questionnaire based on Maslow's hierarchy was sent to all of the 378…

  15. Validation of the Wood's Job Satisfaction Questionnaire among Taiwanese Nonprofit Sport Organization Workers

    ERIC Educational Resources Information Center

    Chen, Mei-Yen

    2009-01-01

    The purpose of this study was to examine the psychometric properties of Wood's Job Satisfaction Questionnaire (JSQ) among Taiwanese workers. The participants were 341 nonprofit sport organization workers (M[subscript age] = 35.89, SD = 9.23) who completed the job satisfaction questionnaire, turnover intention scale, and organizational commitment.…

  16. The Influence of Achievement before, during and after Medical School on Physician Job Satisfaction

    ERIC Educational Resources Information Center

    Schmit Jongbloed, Lodewijk J.; Schönrock-Adema, Johanna; Borleffs, Jan C. C.; Stewart, Roy E.; Cohen-Schotanus, Janke

    2014-01-01

    In this longitudinal study, we investigated the relationship between physicians' prior achievements (before, during and after medical school) and job satisfaction, and tested the two lines of reasoning that prior achievements influence job satisfaction positively or negatively, respectively. The participants were graduates who started their…

  17. Job Satisfaction Levels of Secondary School Physics, Chemistry and Biology Teachers

    ERIC Educational Resources Information Center

    Maskan, A. Kadir

    2014-01-01

    The purpose of this study is to determine the job satisfaction levels of the teachers participating in the study and to investigate whether their job satisfaction levels differ with respect to certain variables. The participants of the study were 297 science teachers (physics: 104, chemistry: 105, biology: 87 and 1 N/A) from secondary schools in…

  18. A Survey of Bahamian and Jamaican Teachers' Level of Motivation and Job Satisfaction

    ERIC Educational Resources Information Center

    Griffin, David K.

    2010-01-01

    The purpose of this study was to investigate the level of self-reported job satisfaction and motivation among teachers in the Bahamas and Jamaica. A total of 168 Bahamian (n = 75) and Jamaican (n = 93) teachers completed the Teacher Motivation and Job Satisfaction Survey. Overall results indicate that teachers in the Bahamas reported higher levels…

  19. New York State Superintendent Job Satisfaction in an Era of Reduced Resources and Increased Accountability

    ERIC Educational Resources Information Center

    Bell, John J.

    2015-01-01

    The purpose of this study was to investigate New York State school superintendent job satisfaction and the potential contributing factors to their job satisfaction in an era of reduced resources and increased accountability. This survey was sent to 684 superintendents throughout New York State and completed by 280 superintendents. Sharp, Malone…

  20. Job Satisfaction of Faculty and Staff at the College of Eastern Utah.

    ERIC Educational Resources Information Center

    Seegmiller, Jesse F.

    Faculty and staff at the College of Eastern Utah were surveyed in order to ascertain the level of job satisfaction of the college's personnel. Over 90% of the faculty completed a 94-item job satisfaction questionnaire which was based on Herzberg's Motivation-Hygiene theory of motivation. College staff completed a slightly modified form of the…

  1. Teachers' Perceptions of Principal Leadership Styles and How They Impact Teacher Job Satisfaction

    ERIC Educational Resources Information Center

    Ismail, Mohd Rozi

    2012-01-01

    This study focuses on leadership styles of principals and how perceptions teachers hold of such leadership styles impact their job satisfaction. The research concentrated on how teachers perceived their principal's leadership style, and the specific principal leadership behaviors that enhance teachers' job satisfaction. The research was…

  2. The Influencing and Effective Model of Early Childhood: Teachers' Job Satisfaction in China

    ERIC Educational Resources Information Center

    Jiang, Yong

    2005-01-01

    The purpose of this study was to explore the influencing and effective models of Chinese early childhood teachers' job satisfaction. Using a questionnaire of 317 teachers from 21 kindergartens in Shanghai, China, the present study established the influencing and effective structure model of teachers' job satisfaction. The results demonstrated that…

  3. Types of Workplace Social Support in the Prediction of Job Satisfaction

    ERIC Educational Resources Information Center

    Harris, J. Irene; Winskowski, Ann Marie; Engdahl, Brian E.

    2007-01-01

    Research on social support and job satisfaction has yielded mixed results, partly because studies have rarely examined different types of workplace social support, such as collegial support, task support, coaching, and career mentoring. This study identified the relative contributions of different types of social support to job satisfaction and…

  4. Work Life Balance and Job Satisfaction among Faculty at Iowa State University

    ERIC Educational Resources Information Center

    Mukhtar, Farah

    2012-01-01

    This study utilized the existing database from the Iowa State University 2009-2010 COACHE Tenure-Track Job Satisfaction Survey Report to explore faculty work life balance and job satisfaction among academic disciplines at Iowa State University. The articulation of work and life, cast as work life balance, has become a key feature of much current…

  5. The Impact of Workplace Learning on Job Satisfaction in Small US Commercial Banks

    ERIC Educational Resources Information Center

    Rowden, Robert W.; Conine, Clyde T., Jr.

    2005-01-01

    Purpose: This study aims to examine workplace learning and job satisfaction in small, commercial US banks. Design/methodology/approach: Survey data collection with correlational procedure. Findings: The study found a statistically significant relationship between the workplace learning variables and the job satisfaction variables. Research…

  6. The Relationship among Turnover Intentions, Professional Commitment, and Job Satisfaction of Hospital Nurses.

    ERIC Educational Resources Information Center

    Lu, Kuei-Yun; Lin, Pi-Li; Wu, Chiung-Man; Hsieh, Ya-Lung; Chang, Yong-Yuan

    2002-01-01

    Responses from 2,197 of 2,550 hospital nurses in Taiwan revealed a positive correlation among job satisfaction, professional commitment, and intent to leave the profession. Family status was an important factor in professional commitment. Job satisfaction was a more effective predictor of intent to leave the organization than the profession.…

  7. Organizational and Environmental Predictors of Job Satisfaction in Community-based HIV/AIDS Service Organizations.

    ERIC Educational Resources Information Center

    Gimbel, Ronald W.; Lehrman, Sue; Strosberg, Martin A.; Ziac, Veronica; Freedman, Jay; Savicki, Karen; Tackley, Lisa

    2002-01-01

    Using variables measuring organizational characteristics and environmental influences, this study analyzed job satisfaction in community-based HIV/AIDS organizations. Organizational characteristics were found to predict job satisfaction among employees with varying intensity based on position within the organization. Environmental influences had…

  8. Job Satisfaction and Perception of Motivation among Middle and High School Teachers.

    ERIC Educational Resources Information Center

    Mertler, Craig A.

    2002-01-01

    Asks 710 middle and high school teachers to respond to several questions including their overall level of job satisfaction, teacher motivation in general, and performance incentives. Finds differences in job satisfaction based on gender, age, and career stage. Also discusses gender and location (suburban, urban, rural) differences in knowing…

  9. A Study of Higher Order Need Strength and Job Satisfaction in Secondary Public School Teachers.

    ERIC Educational Resources Information Center

    Pastor, Margaret C.; Erlandson, David A.

    1982-01-01

    Teacher motivation was explored through surveys determining the relationship between higher order needs (such as autonomy, variety) or lower order needs (such as high pay) and job satisfaction. Conclusions are that needs of the teachers studied are predominantly higher order and that job satisfaction is significantly related to teacher needs. (MJL)

  10. Institutional Stratification and the Postcollege Labor Market: Comparing Job Satisfaction and Prestige across Generations

    ERIC Educational Resources Information Center

    Kim, Jeongeun; Kim, Jiyun; Jaquette, Ozan; Bastedo, Michael N.

    2014-01-01

    Employing NCES databases, we investigate how college selectivity influences job satisfaction and prestige from the 1970s to the 1990s and across different racial categories. We find that the effect of college selectivity has essentially disappeared over time and that minority students are particularly disadvantaged with respect to job satisfaction.

  11. Job Satisfaction and Teacher-Student Relationships across the Teaching Career: Four Case Studies

    ERIC Educational Resources Information Center

    Veldman, Ietje; van Tartwijk, Jan; Brekelmans, Mieke; Wubbels, Theo

    2013-01-01

    We studied the development of teacher-student relationships and teachers' job satisfaction throughout the careers of four veteran teachers who retained high job satisfaction. Teacher data gathered with the narrative-biographical method were compared with students' perceptions of the teacher-student relationships, using the Questionnaire on Teacher…

  12. Measuring Adjunct Instructor Job Satisfaction by Using Herzberg's Motivation-Hygiene Theory

    ERIC Educational Resources Information Center

    Dickens, Durrell

    2011-01-01

    This study was designed to use Herzberg's motivation-hygiene theory to investigate the different levels of job satisfaction among adjunct college instructors at eight institutions of higher education located in southeast Texas. Differences in job satisfaction were measured by instructor gender, ethnicity, age, teaching experience, type of…

  13. School Psychologists' Job Satisfaction: A 22-Year Perspective in the USA

    ERIC Educational Resources Information Center

    Worrell, Travis G; Skaggs, Gary E.; Brown, Michael B.

    2006-01-01

    School psychologists have consistently been found to have high levels of job satisfaction. The purpose of this study was to identify the current level of job satisfaction for practicing school psychologists and examine the changes over the past 22 years. Surveys were sent to 500 randomly selected members of the National Association of School…

  14. Job Satisfaction among Librarians in English-Language Universities in Quebec.

    ERIC Educational Resources Information Center

    Sierpe, Eino

    1999-01-01

    Spector's Job Satisfaction Survey was used to measure the job satisfaction of librarians in the three English-language universities in the Province of Quebec, Canada. Results showed that though librarians working in these institutions are generally satisfied, they are dissatisfied with communication and operating procedures. The relationship…

  15. Perceived Social Support Mediating the Relationship between Perceived Stress and Job Satisfaction

    ERIC Educational Resources Information Center

    Sultan, Sarwat; Rashid, Safia

    2015-01-01

    This research was conducted to examine the mediating effect of perceived social support between perceived stress and job satisfaction among employees. A conveniently selected sample of 280 employees provided the information on Perceived Social Support Scale, Perceived Stress Scale, and Job Satisfaction Survey. Employing Regression analyses,…

  16. Effect of Emotional Intelligence and Gender on Job Satisfaction of Primary School Teachers

    ERIC Educational Resources Information Center

    Singh, Bhagat; Kumar, Arun

    2016-01-01

    The objective of the study was to find out the effect of EI and gender on job satisfaction of primary school teachers. A total of 300 (150 male and 150 female) primary school teachers were selected randomly for the study. Emotional Intelligence Scale (EIS) and Teachers' Job Satisfaction Scale (TJSS) were used to collect the data. The study found a…

  17. Job Satisfaction among Practicing School Psychologists: The Impact of SLD Identification

    ERIC Educational Resources Information Center

    Cottrell, Joseph M.; Barrett, Courtenay A.

    2016-01-01

    Research has documented high levels of job satisfaction among school psychologists. Given that school psychologists spend much of their time in special education decision making and identifying students with specific learning disabilities (SLDs), it is important to understand how assessment practices relate to job satisfaction. This study surveyed…

  18. Job Satisfaction, Stress and Coping Strategies in the Teaching Profession-What Do Teachers Say?

    ERIC Educational Resources Information Center

    Skaalvik, Einar M.; Skaalvik, Sidsel

    2015-01-01

    This study explored job satisfaction, work-related stress, consequences of stress, and coping strategies among Norwegian teachers. The study is based on qualitative interviews with 30 working teachers and four retired teachers. The respondents reported high job satisfaction but also severe stress and exhaustion. Teachers of different ages or at…

  19. Predicting Teacher Job Satisfaction Based on Principals' Instructional Supervision Behaviours: A Study of Turkish Teachers

    ERIC Educational Resources Information Center

    Ilgan, Abdurrahman; Parylo, Oksana; Sungu, Hilmi

    2015-01-01

    This quantitative research examined instructional supervision behaviours of school principals as a predictor of teacher job satisfaction through the analysis of Turkish teachers' perceptions of principals' instructional supervision behaviours. There was a statistically significant difference found between the teachers' job satisfaction level and…

  20. Job Satisfaction among Accounting and Finance Academics: Empirical Evidence from Irish Higher Education Institutions

    ERIC Educational Resources Information Center

    Byrne, Marann; Chughtai, Aamir Ali; Flood, Barbara; Willis, Pauline

    2012-01-01

    The central aim of the present study was to examine the levels of job satisfaction among accounting and finance academics in Irish higher education institutions. Additionally, this research sought to uncover the factors linked to the overall job satisfaction of these teachers. The findings showed that while, participants were generally satisfied…

  1. The Relationship between Job Satisfaction and Psychiatric Health Symptoms for Air Traffic Controllers.

    ERIC Educational Resources Information Center

    Kavanagh, Michael J.; And Others

    1981-01-01

    Collected data from 416 experienced air traffic controllers to examine the hypothesized positive relationship between job satisfaction and psychiatric symptomatology. Job satisfaction was measured with self-report instruments while psychiatric symptomatology was assessed via a standardized diagnostic interview. Results provide strong support for…

  2. Perceptions of School Principals' Servant Leadership and Their Teachers' Job Satisfaction in Oman

    ERIC Educational Resources Information Center

    Al-Mahdy, Yasser F. H.; Al-Harthi, Aisha S.; Salah El-Din, Nesren S.

    2016-01-01

    This study identifies Omani teachers' perceptions of servant leadership and teacher job satisfaction, and the impact of several demographic differences on their perceptions. The Servant Leadership Scale (SLS) of Barbuto and Wheeler and the Job Satisfaction Survey (JSS) of Spector are used to collect data from 356 teachers. With a few…

  3. The Impact of Employee Engagement Factors and Job Satisfaction on Turnover Intent

    ERIC Educational Resources Information Center

    Berry, Mary Lynn; Morris, Michael L.

    2008-01-01

    The current literature review examined a proposed relationship between the antecedent-employee engagement factors--and the outcome variable turnover intent mediated by job satisfaction. Kahn's Personal Engagement Theory, Equity Theory, and Herzberg's Two-Factor Theory of Job Satisfaction were used as the theoretical underpinnings for the review.…

  4. The Effects of Student Verbal and Nonverbal Responsiveness on Teacher Self-Efficacy and Job Satisfaction

    ERIC Educational Resources Information Center

    Mottet, Timothy P.; Beebe, Steven A.; Raffeld, Paul C.; Medlock, Amanda L.

    2004-01-01

    The purpose of this study was to examine the effects of student verbal and nonverbal responsiveness on teacher self-efficacy and job satisfaction. Over a quarter (26%) of the total variance in teacher self-efficacy and over half (53%) of the total variance in teacher job satisfaction were attributable to student verbal and nonverbal…

  5. Analysis of Job Satisfaction of University Professors from Nine Chinese Universities

    ERIC Educational Resources Information Center

    Du, Ping; Lai, Manhong; Lo, Leslie N. K.

    2010-01-01

    Research on work life and job satisfaction of university professors is becoming an important research issue in the field of higher education. This study used questionnaires administered to 1 770 teachers from different levels, types, and academic fields of Chinese universities to investigate job satisfaction among university professors and the…

  6. Job Satisfaction among Secondary School Teachers: The Role of Gender and Experience

    ERIC Educational Resources Information Center

    Menon, Maria Eliophotou; Athanasoula-Reppa, Anastasia

    2011-01-01

    The paper investigates the association between individual characteristics and teacher job satisfaction in secondary education in Cyprus. It focuses on two individual characteristics commonly linked to job satisfaction in the literature, namely, gender and years of experience. A short version of a questionnaire previously employed by Dinham and…

  7. Associations between Dopamine and Serotonin Genes and Job Satisfaction: Preliminary Evidence from the Add Health Study

    ERIC Educational Resources Information Center

    Song, Zhaoli; Li, Wendong; Arvey, Richard D.

    2011-01-01

    Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with job satisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR…

  8. Job Satisfaction, Organizational Commitment, and Religious Commitment of Full-Time University Employees

    ERIC Educational Resources Information Center

    Brown, Donna; Sargeant, Marcel A.

    2007-01-01

    This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and…

  9. Job satisfaction and motivation among physicians in academic medical centers: insights from a cross-national study.

    PubMed

    Janus, Katharina; Amelung, Volker E; Baker, Laurence C; Gaitanides, Michael; Schwartz, Friedrich W; Rundall, Thomas G

    2008-12-01

    Our study assesses how work-related monetary and nonmonetary factors affect physicians' job satisfaction at three academic medical centers in Germany and the United States, two countries whose differing health care systems experience similar problems in maintaining their physician workforce. We used descriptive statistics and factor and correlation analyses to evaluate physicians' responses to a self-administered questionnaire. Our study revealed that German physician respondents were less satisfied overall than their U.S. counterparts. In both countries, participation in decision making that may affect physicians' work was an important correlate of satisfaction. In Germany other important factors were opportunities for continuing education, job security, extent of administrative work, collegial relationships, and access to specialized technology. In the U.S. sample, job security, financial incentives, interaction with colleagues, and cooperative working relationships with colleagues and management were important predictors of overall job satisfaction. The implications of these findings for the development of policies and management tactics to increase physician job satisfaction in German and U.S. academic medical centers are discussed. PMID:19038874

  10. Exposure of mental health nurses to violence associated with job stress, life satisfaction, staff resilience, and post-traumatic growth.

    PubMed

    Itzhaki, Michal; Peles-Bortz, Anat; Kostistky, Hava; Barnoy, Dor; Filshtinsky, Vivian; Bluvstein, Irit

    2015-10-01

    Workplace violence towards health workers in hospitals and in mental health units in particular is increasing. The aim of the present study was to explore the effects of exposure to violence, job stress, staff resilience, and post-traumatic growth (PTG) on the life satisfaction of mental health nurses. A descriptive, cross-sectional design was used. The sample consisted of mental health nurses (n = 118) working in a large mental health centre in Israel. Verbal violence by patients was reported by 88.1% of the nurses, and 58.4% experienced physical violence in the past year. Physical and verbal violence towards nurses was correlated with job stress, and life satisfaction was correlated with PTG and staff resilience. Linear regression analyses indicated that life satisfaction was mainly affected by PTG, staff resilience, and job stress, and less by exposure to verbal and physical violence. The present study is the first to show that, although mental health nurses are frequently exposed to violence, their life satisfaction is affected more by staff resilience, PTG, and job stress than by workplace violence. Therefore, it is recommended that intervention programmes that contribute to PTG and staff resilience, as well as those that reduce job stress among mental health nurses, be explored and implemented.

  11. Role Stress, Interrole Conflict, and Job Satisfaction among University Employees: The Creation and Test of a Model

    ERIC Educational Resources Information Center

    Love, Keisha M.; Tatman, Anthony W.; Chapman, Benjamin P.

    2010-01-01

    Many universities have experienced financial hardships during the recent economic downturn. To save money, several have resorted to laying off employees, which has often resulted in increased work and stress for the remaining employees. Such an increase has the potential to adversely affect employees' sense of job satisfaction. This study created…

  12. Should I Stay or Should I Leave: The Question of Tenure Track Faculty Job Satisfaction at Institutions of Higher Education

    ERIC Educational Resources Information Center

    Maahs-Fladung, Cathy A.

    2009-01-01

    The purpose of this study was to explore how tenure procedures at institutions of higher education, workload, confidence in support of teaching and research objectives, climate, culture, collegiality and salary affect job satisfaction of tenure track faculty. The study compares three different cohort groups composed of tenure-track faculty from…

  13. Why Work for Extension? An Examination of Job Satisfaction and Motivation in a Statewide Employee Retention Study

    ERIC Educational Resources Information Center

    Harder, Amy; Gouldthorpe, Jessica; Goodwin, Jeff

    2014-01-01

    Understanding motivation and job satisfaction is important for increasing rates of employee retention within Extension. The purpose of the study reported here was to explore factors positively affecting the motivation of Extension professionals in their careers. An online survey of Extension professionals in Colorado was conducted. Factors such as…

  14. Job Attitudes of Workers with Two Jobs

    ERIC Educational Resources Information Center

    Zickar, Michael J.; Gibby, Robert E.; Jenny, Tim

    2004-01-01

    This article examines the job attitudes of people who hold more than one job. Satisfaction, stress, and organizational (continuance and affective) commitment were assessed for both primary and secondary jobs for 83 full-time workers who held two jobs concurrently. Consistency between job constructs across jobs was negligible, except for…

  15. Head nurse leadership style with staff nurse burnout and job satisfaction in neonatal intensive care units.

    PubMed

    Duxbury, M L; Armstrong, G D; Drew, D J; Henly, S J

    1984-01-01

    Leadership style has been defined as a two-factor construct composed of "consideration" and "initiating structure." Research has suggested that these factors affect the behavior and attitude of subordinates. This study's purpose was to quantify the relationships of head nurse leadership style with self-reported staff nurse burnout and job satisfaction in Neonatal Intensive Care Units (NICUs). Three instruments--the Minnesota Satisfaction Questionnaire, the Tedium Scale, and the Leadership Opinion Questionnaire--were voluntarily completed by 283 registered nurses employed by 14 level-III NICUs in the United States. The leadership dimensions of consideration and structure were distinct (r = -.10). Staff nurse satisfaction and burnout were related (r = -.41). Head nurse consideration was clearly related to staff nurse satisfaction (r = -.55) and to a lesser extent to burnout (r = -.29). Initiating structure alone was not related to satisfaction or burnout. Aggregate perceptions of head nurse leadership were ranked across NICUs in order to classify the head nurses on consideration and structure. The 14 head nurses were separated into four groups: high consideration-high structure, high consideration-low structure, low consideration-high structure, and low consideration-low structure. Satisfaction and burnout of staff nurses in each of the leadership-style groups were then compared. Analysis of variance for satisfaction (F(3,279) = 3.10, p = .03) and burnout (F(3,279) = 3.90, p = .01) were both significant. For both satisfaction and burnout, the head nurse leadership classification of low consideration-high structure was most deviant.(ABSTRACT TRUNCATED AT 250 WORDS)

  16. Perceptions of Organizational Justice, Job Satisfaction, and Organizational Commitment in Intercollegiate Athletics: A Study of NCAA Men's Sport Coaches

    ERIC Educational Resources Information Center

    Thorn, Dustin

    2010-01-01

    The purpose of the present study was to examine the relationship among organizational justice components, overall job satisfaction, and organizational commitment within the intercollegiate athletics setting. Perceptions of three organizational justice components (procedural, distributive, and interactional), overall job satisfaction, and…

  17. Exploring the Relationship Between Professional Commitment and Job Satisfaction Among Nurses.

    PubMed

    Hsu, Hsiu-Chin; Wang, Pao-Yu; Lin, Li-Hui; Shih, Whei-Mei; Lin, Mei-Hsiang

    2015-09-01

    This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. PMID:26215974

  18. Linking Emotional Labor, Public Service Motivation, and Job Satisfaction: Social Workers in Health Care Settings.

    PubMed

    Roh, Chul-Young; Moon, M Jae; Yang, Seung-Bum; Jung, Kwangho

    2016-01-01

    This study examines the determinants of emotional laborers'--social workers in health care organizations--job satisfaction and their public service motivation in using a structural equation model and provides empirical evidence regarding what contributes to job satisfaction or burnout in these workers. Among several latent variables, this study confirmed that false face significantly decreases the job satisfaction of social worker and is positively associated with burnout. In addition, commitment to public interest increases social workers' job satisfaction significantly. This study has implications for the management of emotional labor. By educating emotional laborers to reappraise situations to increase their job satisfaction and avoid burnout, reappraisal training and education are expected to result in increases in positive emotions and decreases in negative emotions, and to improve employees' performance in their organizations. PMID:26720584

  19. Work-family conflict, job satisfaction and spousal support: an exploratory study of nurses' experience.

    PubMed

    Patel, C J; Beekhan, A; Paruk, Z; Ramgoon, S

    2008-03-01

    In recognising the highly stressful nature of the nursing profession, the added burden of hospital staff shortages, and patient overload, the present study explored the impact of work on family functioning, its relationship to job satisfaction and the role of spousal support in a group of 80 female nurses working in a government hospital. Using a descriptive, correlational design, the relationships among job satisfaction, work-family conflict (WFC) and spousal/partner support were explored. The hypotheses that job satisfaction and WFC would be negatively correlated, that job satisfaction and spousal support would be positively correlated, and that WFC and spousal support would be negatively correlated, were tested using correlation techniques. All hypotheses were confirmed. The role of spousal support in the relationship between job satisfaction and work -family conflict was highlighted. PMID:18592947

  20. An Investigation of Nurses’ Job Satisfaction in a Private Hospital and Its Correlates

    PubMed Central

    Chien, Wai-Tong; Yick, Sin-Yin

    2016-01-01

    Background: Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries. Aims: To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction. Design: A cross-sectional, descriptive survey study was conducted. Methods: By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data. Results: With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and

  1. Higher Education Academics' Satisfaction with Their Terms and Conditions of Service and Their Job Satisfaction: A Case Study

    ERIC Educational Resources Information Center

    Mammen, K. J.

    2006-01-01

    This article originates from a research conducted at a Historically Disadvantaged Institution (HDI) in South Africa. Academics (those who teach) at higher education institutions (HEIs) are usually highly qualified personnel. Their satisfaction with the terms and conditions of service and the job satisfaction they derive from and through their work…

  2. Hospital employees' perceptions of fairness and job satisfaction at a time of transformational change.

    PubMed

    Brandis, Susan; Fisher, Ron; McPhail, Ruth; Rice, John; Eljiz, Kathy; Fitzgerald, Anneke; Gapp, Rod; Marshall, Andrea

    2016-06-01

    Objective This study examines the relationships between job satisfaction and organisational justice during a time of transformational change. Methods Data collection occurred immediately before a major regional hospital's move to a greenfield site. Existing measures of job satisfaction and organisational justice were used. Data were analysed (n=316) using descriptive, correlation and regression methods together with interactions between predictor variables. Results Correlation coefficients for satisfaction and organisational justice variables were high and significant at the P<0.001 level. Results of a robust regression model (adjusted R(2)=0.568) showed all three components of organisational justice contributed significantly to employee job satisfaction. Interactions between the predictor variables showed that job satisfaction increased as the interactions between the predictor variables increased. Conclusions The finding that even at a time of transformational change staff perceptions of fair treatment will in the main result in high job satisfaction extends the literature in this area. In addition, it was found that increasing rewards for staff who perceive low levels of organisational justice does not increase satisfaction as much as for staff who perceive high levels of fairness. If people feel negative about their role, but feel they are well paid, they probably still have negative feelings overall. What is known about the topic? Despite much research highlighting the importance of job satisfaction and organisational justice in healthcare, no research has examined the influence of transformational change, such as a healthcare organisational relocation, on these factors. What does this paper add? The research adds to academic literature relating to job satisfaction and organisational justice. It highlights the importance of organisational justice in influencing the job satisfaction of staff. What are the implications for practitioners? Financial rewards do not

  3. Hospital employees' perceptions of fairness and job satisfaction at a time of transformational change.

    PubMed

    Brandis, Susan; Fisher, Ron; McPhail, Ruth; Rice, John; Eljiz, Kathy; Fitzgerald, Anneke; Gapp, Rod; Marshall, Andrea

    2016-06-01

    Objective This study examines the relationships between job satisfaction and organisational justice during a time of transformational change. Methods Data collection occurred immediately before a major regional hospital's move to a greenfield site. Existing measures of job satisfaction and organisational justice were used. Data were analysed (n=316) using descriptive, correlation and regression methods together with interactions between predictor variables. Results Correlation coefficients for satisfaction and organisational justice variables were high and significant at the P<0.001 level. Results of a robust regression model (adjusted R(2)=0.568) showed all three components of organisational justice contributed significantly to employee job satisfaction. Interactions between the predictor variables showed that job satisfaction increased as the interactions between the predictor variables increased. Conclusions The finding that even at a time of transformational change staff perceptions of fair treatment will in the main result in high job satisfaction extends the literature in this area. In addition, it was found that increasing rewards for staff who perceive low levels of organisational justice does not increase satisfaction as much as for staff who perceive high levels of fairness. If people feel negative about their role, but feel they are well paid, they probably still have negative feelings overall. What is known about the topic? Despite much research highlighting the importance of job satisfaction and organisational justice in healthcare, no research has examined the influence of transformational change, such as a healthcare organisational relocation, on these factors. What does this paper add? The research adds to academic literature relating to job satisfaction and organisational justice. It highlights the importance of organisational justice in influencing the job satisfaction of staff. What are the implications for practitioners? Financial rewards do not

  4. Satisfaction with Job and Income among Older Individuals across European Countries

    ERIC Educational Resources Information Center

    Bonsang, Eric; van Soest, Arthur

    2012-01-01

    Using data on individuals of age 50 and older from 11 European countries, we analyze two economic aspects of subjective well-being of older Europeans: satisfaction with household income, and job satisfaction. Both have been shown to contribute substantially to overall well-being (satisfaction with life or happiness). We use anchoring vignettes to…

  5. The Redundancy of Work Alienation and Job Satisfaction: Some Evidence of Convergent and Discriminant Validity.

    ERIC Educational Resources Information Center

    Lefkowitz, Joel; Brigando, Louis

    1980-01-01

    The multitrait-multimethod matrix technique was used to help clarify ambiguities regarding concepts of work alienation, job satisfaction, and the relationships between them. The discrimination between alienation and satisfaction measures was no greater than that among satisfaction and among alienation. (Author)

  6. Stress and Job Satisfaction among Primary Headteachers: A Question of Balance?

    ERIC Educational Resources Information Center

    Chaplain, Roland P.

    2001-01-01

    Explores perceived stress and job satisfaction among 36 primary British headteachers. Around half reported high levels of occupational stress; half were satisfied with their work. Highest satisfaction levels came from personal and organizational factors. School organization was a source of stress and satisfaction. Social support was perceived as…

  7. Determinants of Academics' Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh

    PubMed Central

    Masum, Abdul Kadar Muhammad; Azad, Md. Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics’ job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics’ job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics’ job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics’ job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices. PMID:25699518

  8. Determinants of academics' job satisfaction: empirical evidence from private universities in Bangladesh.

    PubMed

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics' job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics' job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics' job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics' job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices.

  9. Determinants of academics' job satisfaction: empirical evidence from private universities in Bangladesh.

    PubMed

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics' job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics' job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics' job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics' job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices. PMID:25699518

  10. Factors associated with job satisfaction among Chinese community health workers: a cross-sectional study

    PubMed Central

    2011-01-01

    Background With the medical reform, the function of community health centres emerged to be more important recently in China. However, the health service capabilities were tremendously different between metropolitan cities and small cities. This study aims to clarify the level of job satisfaction of Chinese community health workers between a metropolitan (Shenyang) and a small city (Benxi) in Liaoning province and explore its associated factors. Methods A cross-sectional survey was conducted from December 2009 to February 2010. A multi-stage sample was used and a total of 2,100 Chinese community health workers from the two cities completed self-administered questionnaire pertaining to job satisfaction indicated by Minnesota Satisfaction Questionnaire (MSQ), demographic characteristic and working situations, stress and job burnout. The effective response rate was 80.7%. Hierarchical regression analysis was performed to explore the related factors. All data analyses for the two cities were performed separately. Results The averages of overall job satisfaction score of Chinese community health workers were 67.17 in Shenyang and 69.95 in Benxi. Intrinsic job satisfaction and extrinsic job satisfaction among Chinese community health workers were significantly different between Shenyang and Benxi (p < 0.05). In Shenyang, hierarchical regression analysis showed that the fourth model explained 36%, 32% of the variance of intrinsic and extrinsic job satisfactions, respectively. In Benxi, the fourth model explained 48%, 52% of the variance of intrinsic and extrinsic job satisfactions, respectively. Three significant predictors of intrinsic and extrinsic job satisfactions for the two cities were the two dimensions (social support and decision latitude) of stress and cynicism of burnout. Conclusion From this study, the job satisfaction among Chinese community health workers in the two cities enjoyed a moderate level of job satisfactions, which represented they are not fully

  11. Leadership, Job Satisfaction and Organizational Commitment in Healthcare Sector: Proposing and Testing a Model

    PubMed Central

    Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

    2013-01-01

    Conflict of interest: none declared. Introduction Employees’ job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees’ work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. Methods This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. Results and discussion The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. Conclusion This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees’ job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees’ organizational maturity. PMID:24082837

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

    PubMed Central

    Castle, Nicholas G; Degenholtz, Howard; Rosen, Jules

    2006-01-01

    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. PMID:16723022

  13. Effects on Teachers' Self-Efficacy and Job Satisfaction: Teacher Gender, Years of Experience, and Job Stress

    ERIC Educational Resources Information Center

    Klassen, Robert M.; Chiu, Ming Ming

    2010-01-01

    The authors of this study sought to examine the relationships among teachers' years of experience, teacher characteristics (gender and teaching level), three domains of self-efficacy (instructional strategies, classroom management, and student engagement), two types of job stress (workload and classroom stress), and job satisfaction with a sample…

  14. Comparative Study of Government and Non Government College Teachers in Relation to Job Satisfaction and Job Stress

    ERIC Educational Resources Information Center

    Kaur, Sarbjit; Kumar, Dinesh

    2008-01-01

    They studied on the government non government college teachers in relation to job satisfaction and job stress. They collected the sample from 200 college teacher from government and non government from bathinda district (Punjab) to discover the difference between government and non government male and female college teachers in relation to job…

  15. Development of the emergency physician job satisfaction measurement instrument.

    PubMed

    Lloyd, S; Streiner, D; Hahn, E; Shannon, S

    1994-01-01

    The objective of this study was to develop a valid and reliable instrument to measure the job satisfaction of physicians practicing emergency medicine. A prospective survey involving four separate stages (an item evaluation and reduction stage, a factor analysis stage, a construct validity stage, and a reliability stage) was distributed in Canada to full-time emergency physicians. Three separate survey instruments were administered (an initial draft instrument with 228 items, a pilot instrument with 142 items, and the final instrument with 79 items). Construct validity of the final instrument was tested by evaluating the correlation between physician scores on the instrument, and scores on two instruments measuring the same construct, and three measuring different but related constructs. A draft instrument with 228 items and six hypothetical domains was tested on 61 physicians. Evaluation for frequency endorsement, redundancy, and homogeneity reduced the item pool to 157. The remaining 157 items were used as a pilot instrument and tested on 223 physicians. Factor analysis eliminated 66 items from the pilot instrument, creating a final instrument with 79 items, 11 factors, and six domains. Cronbach's coefficient alpha for the final instrument domains is 0.81, and all domain-total correlations are greater than 0.4. All correlations between the final instrument and the construct validity instruments were statistically significant (P < .001), but not so high that they appeared to be measuring the same thing. Correlations between instruments measuring the same construct were higher than those measuring related but different constructs. Correlations between the final instrument and the CES-D scale, emotional exhaustion, and depersonalization subscales of the Maslach Burnout Inventory were negative. A test-retest reliability study on 42 physicians showed Pearson's correlation coefficients for individual domains were all greater than 0.7 and greater than 0.8 for the final

  16. Employability of Psychology Graduates and Their Job Satisfaction in Turkey: An Online Survey

    ERIC Educational Resources Information Center

    Sümer, Nebi; Helvaci, Elif; Misirlisoy, Mine

    2013-01-01

    The interest in studying psychology has dramatically increased in the recent decades in Turkey. However, only 60% of psychology graduates work in jobs related to psychology. Moreover, there is no data on employability and job distribution of psychology graduates or on their job satisfaction. In the current study, the authors' first aim was to…

  17. A preliminary study to measure and develop job satisfaction scale for medical teachers

    PubMed Central

    Bhatnagar, Kavita; Srivastava, Kalpana; Singh, Amarjit; Jadav, S.L.

    2011-01-01

    Background: Job satisfaction of medical teachers has an impact on quality of medical education and patient care. In this background, the study was planned to develop scale and measure job satisfaction status of medical teachers. Materials and Methods: To generate items pertaining to the scale of job satisfaction, closed-ended and open-ended questionnaires were administered to medical professionals. The job satisfaction questionnaire was developed and rated on Likert type of rating scale. Both quantitative and qualitative methods were used to ascertain job satisfaction among 245 health science faculty of an autonomous educational institution. Factor loading was calculated and final items with strong factor loading were selected. Data were statistically evaluated. Results: Average job satisfaction score was 53.97 on a scale of 1–100. The Cronbach's alpha reliability coefficient was 0.918 for entire set of items. There was statistically significant difference in job satisfaction level across different age groups (P 0.0358) showing a U-shaped pattern and fresh entrants versus reemployed faculty (P 0.0188), former showing lower satisfaction. Opportunity for self-development was biggest satisfier, followed by work, opportunity for promotion, and job security. Factors contributing toward job dissatisfaction were poor utilization of skills, poor promotional prospects, inadequate pay and allowances, work conditions, and work atmosphere. Conclusion: Tertiary care teaching hospitals in autonomous educational institutions need to build infrastructure and create opportunities for their medical professional. Job satisfaction of young entrants needs to be raised further by improving their work environment. This will pave the way for effective delivery of health care. PMID:23271862

  18. [Relationship between baccalaureate nursing faculty's competence and satisfaction with job and environment].

    PubMed

    Chen, J Y; KO, Y C

    1990-12-01

    The major purpose of this study is to understand the baccalaureate nursing faculty's competence and their satisfaction with their job and environment. There are ninety six baccalaureate nursing faculty members who are teaching in undergraduate programs and hold Bachelor's degrees. They were investigated by answering a questionnaire which was then analyzed. The majority of nursing faculty members (51.2%) held Master degrees, while 48.8% held Bachelor degrees in nursing. There were 45.2% of the instructors and associate professors who were not held. There were 34.1% faculty members that felt full of hope about the future. Half of the samples stated that their desires were consistent with the job and felt that they were successful in their job. The majority of samples 51.2% felt satisfied with their present jobs. Only 46.3% of the nursing faculty members felt that they could develop their talent to the fullest. The variables in teachers' competence such as: age, clinical experience, rank, job satisfaction, job desire, and talent development are significantly different in scores of the satisfaction with job and environment. Job satisfaction, job desire, and academic rank could predict the nursing faculty's overall satisfaction with their jobs.

  19. [Job satisfaction among the professionals of AceS Baixo Vouga II].

    PubMed

    Santana, Silvina; Cerdeira, José

    2011-12-01

    Job satisfaction is a measure of quality of life at work and is related to emotional states. The interest for this theme is increasing and, in the last years, many studies have attempted to demonstrate its relation with professional performance. Primary care professionals are in the first line of the Serviço Nacional de Saúde (SNS). Therefore, it is necessary that they feel satisfaction with their jobs, in order to perform the tasks with the quality required. Several factors seem to have impact in the satisfaction of these professionals, such as payment, promotion, recognition from supervisors and peers, physical conditions at work and available resources, opportunities for personal development, among others. Insatisfaction may lead to absentism and in the limit to job quit. The main objective of this work is to study job satisfaction among the professionals working at the health centers of ACeS Baixo Vouga II, namely, the relationship between job characteristics and job satisfaction and between job characteristics and considering job quit as a serious option. All the professionals working in the four health centers were inquired. Results show that job characteristics are defined by six dimensions: leadership and supervision, task characteristics and autonomy, payment, personal and professional development and promotion, peers and relations inside the organization and work environment. Globally, payment and opportunities for personal and professional development and promotion are perceived at low level by all the professional groups. Results also show that there are differences by gender and professional groups regarding job satisfaction and the will to quit job. Considering the specificity of the tasks performed by these professionals, measures should be taken in order to improve job satisfaction in the Portuguese health centers. PMID:22849951

  20. [Job satisfaction among the professionals of AceS Baixo Vouga II].

    PubMed

    Santana, Silvina; Cerdeira, José

    2011-12-01

    Job satisfaction is a measure of quality of life at work and is related to emotional states. The interest for this theme is increasing and, in the last years, many studies have attempted to demonstrate its relation with professional performance. Primary care professionals are in the first line of the Serviço Nacional de Saúde (SNS). Therefore, it is necessary that they feel satisfaction with their jobs, in order to perform the tasks with the quality required. Several factors seem to have impact in the satisfaction of these professionals, such as payment, promotion, recognition from supervisors and peers, physical conditions at work and available resources, opportunities for personal development, among others. Insatisfaction may lead to absentism and in the limit to job quit. The main objective of this work is to study job satisfaction among the professionals working at the health centers of ACeS Baixo Vouga II, namely, the relationship between job characteristics and job satisfaction and between job characteristics and considering job quit as a serious option. All the professionals working in the four health centers were inquired. Results show that job characteristics are defined by six dimensions: leadership and supervision, task characteristics and autonomy, payment, personal and professional development and promotion, peers and relations inside the organization and work environment. Globally, payment and opportunities for personal and professional development and promotion are perceived at low level by all the professional groups. Results also show that there are differences by gender and professional groups regarding job satisfaction and the will to quit job. Considering the specificity of the tasks performed by these professionals, measures should be taken in order to improve job satisfaction in the Portuguese health centers.

  1. Practice Environments and Job Satisfaction in Patient-Centered Medical Homes

    PubMed Central

    Alidina, Shehnaz; Rosenthal, Meredith B.; Schneider, Eric C.; Singer, Sara J.; Friedberg, Mark W.

    2014-01-01

    PURPOSE We undertook a study to evaluate the effects of medical home transformation on job satisfaction in the primary care setting. METHODS We collected primary data from 20 primary care practices participating in medical home pilot projects in Rhode Island and Colorado from 2009 to 2011. We surveyed clinicians and staff about the quality of their practice environments (eg, office chaos, communication, difficulties in providing safe, high-quality care) and job satisfaction at baseline and 30 months, and about stress, burnout, and intention to leave at 30 months. We interviewed practice leaders about the impact of pilot project participation. We assessed longitudinal changes in the practice environment and job satisfaction and, in the final pilot year, examined cross-sectional associations between the practice environment and job satisfaction, stress, burnout, and intention to leave. RESULTS Between baseline and 30 months, job satisfaction improved in Rhode Island (P =.03) but not in Colorado. For both pilot projects, reported difficulties in providing safe, high-quality care decreased (P <.001), but emphasis on quality and the level of office chaos did not change significantly. In cross-sectional analyses, fewer difficulties in providing safe, high-quality care and more open communication were associated with greater job satisfaction. Greater office chaos and an emphasis on electronic information were associated with greater stress and burnout. CONCLUSIONS Medical home transformations that emphasize quality and open communication while minimizing office chaos may offer the best chances of improving job satisfaction. PMID:25024241

  2. The moderating role of employee positive well being on the relation between job satisfaction and job performance.

    PubMed

    Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G

    2007-04-01

    This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, p<.01, 95% CI=.18 to .52) and psychological well-being (PWB; r=.43, p<.01, 95% CI=.26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. PMID:17469992

  3. Changes in newcomer job satisfaction over time: examining the pattern of honeymoons and hangovers.

    PubMed

    Boswell, Wendy R; Shipp, Abbie J; Payne, Stephanie C; Culbertson, Satoris S

    2009-07-01

    In this study, the authors contribute insight into the temporal nature of work attitudes, examining how job satisfaction changes across the 1st year of employment for a sample of organizational newcomers. The authors examined factors related to job change (i.e., voluntary turnover, prior job satisfaction) and newcomer experiences (i.e., fulfillment of commitments, extent of socialization) that may strengthen or weaken the job satisfaction pattern. Results of a study of 132 newcomers with data collected at 4 unique time periods show a complex curvilinear pattern of job satisfaction, such that satisfaction reached a peak following organizational entry and decreased thereafter. However, examination of moderating factors revealed that individuals who reported less satisfaction with their prior job and those having more positive experiences on the new job, such as greater fulfilled commitments and a higher degree of socialization, were most likely to experience this pattern. Findings from this study offer important implications for theory and research on changes in newcomer attitudes over time as well as practical insight on key factors that shape the pattern of job attitudes as individuals enter and experience a new workplace.

  4. Job Satisfaction Differences between Primary Health Care and Treatment Sectors: An Experience from Iran

    PubMed Central

    Bagheri, Shokoufe; Janati, Ali; Kousha, Ahmad; Sadeghi-Bazargani, Homayoun; Asghari-Jafarabadi, Mohammad; Farahbakhsh, Mostafa

    2013-01-01

    Background: The aim of this study was to compare the levels of job satisfaction and its predictors among primary health care and treatment sectors' staff in East Azerbaijan Province, Iran. Methods: This comparative study was conducted in East Azerbaijan Province,Iran in 2011. A questionnaire survey was performed on 420 staff from health care and treatment sectors using multi-stage proportional cluster sampling method. Job satisfaction was measured in five aspects namely: structural and managerial; individual; social; work-itself; environmental and welfare job satisfaction factors.The job satisfaction measurement score was normalized to fall into a range of zero to 100. Statistical analyses were performed using Friedman and independent sample t-tests. Results: Overall satisfaction in health and treatment sectors was moderate with a mean score above 50. Hospital General Practitioners reported significantly higher job satisfaction score (mean ± SD=57.34 ± 17.02) compared to health care center General Practitioners (mean ± SD= 31.74±14.99). The highest satisfaction scores belonged to individual factors both in health care sector staff (64.83±18.50) and treatment sector staff (63.55±17.44). The lowest job satisfaction was observed with environmental and welfare factors (38.47±19.86 and 36.83±19.86, respectively). Conclusion: The job satisfaction significantly differs between primary health care and treatment sectors. Based on the results, environmental and welfare factors may be targeted to improve the job satisfaction in public health care system. PMID:24688957

  5. Altruism the Essense of the Iranian Nurses’ Job Satisfaction: A Qualitative Study

    PubMed Central

    Nasrabadi, Alireza Nikbakht; Forooshani, Zahra Sadat Dibaji; Rafiee, Forough

    2016-01-01

    Skillful and efficient human resource is one of the most important tools for reaching the organizational targets and it is almost impossible to reach the predetermined goals and success without having skillful human resources. Therefore, having a study on the personnel’s job satisfaction is recommended for all of the organizations. Since the health organizations are among the most important organizations of any country, paying attention to the nurses’ job satisfaction as the main providers of the health care services gets very important. In fact, their attempts guarantee the efficient human resources’ health in the society. Understanding the Iranian nurses’ experiences of their job satisfaction. The present paper studies the implicit and explicit aspects of the clinical nurses’ job satisfaction. The needed information is collected via interviews, and then the participants’ contextual data is analyzed by the qualitative content analysis. The research results introduce the altruism as the foundation for the nurses’ job satisfaction. Altruism is composed of three categories of the patient advocacy, spiritual job satisfaction, and professional commitment. Altruism has made the nurses deliver the required health cares to the patients with all their love, while their profession has many difficulties. Job satisfaction resulted from altruism is experienced as a pleasant feeling along with enjoyment resulted from addressing the needs of a patient who looks forward to the nurse’s advocacy. According to this kind of job satisfaction, the nurse’s professional commitment is to advocate for the patient. Also, the research results show that spirituality is the inseparable component of altruism and it has a vital role in the nurses’ job satisfaction. The spirituality helps the nurses to deliver targeted acts and interventions. PMID:27045394

  6. Organizational citizenship behavior among hospital employees: a multidimensional analysis involving job satisfaction and organizational commitment.

    PubMed

    Bolon, D S

    1997-01-01

    As hospitals continue to face intense pressure to control operating costs, many have resorted to staff reductions and other redesign efforts. The remaining employees are frequently asked to do more with less. In these uncertain times, it is important that hospital administrators understand the concept of organizational citizenship behavior (OCB) and attempt to attract and retain those employees capable of exhibiting such behaviors. This study examined the relationships between three organizational commitment components, as well as job satisfaction (including specific facet measures) and two separate forms of OCB. Usefulness analyses indicated that satisfaction with coworkers and affective commitment were the two most important predictors of one dimension of citizenship behavior, as each construct contributed unique variance in the dependent variable. Implications for future research and practice are provided.

  7. Work-Life Spillover and Job Satisfaction of Married/partnered Faculty Members

    NASA Astrophysics Data System (ADS)

    Creamer, Elizabeth G.; Amelink, Catherine T.

    Two hierarchical regression analyses were conducted to analyze questionnaire data gathered from married or partnered, tenured and tenure-track faculty at a research university to identify personal, institutional, and nonwork factors that explain perceptions about work-life spillover and, secondly, the relationship of spillover, personal, institutional, and nonwork factors to overall job satisfaction. A combination of personal and environmental climate variables explained 48% of the variance in work-life spillover and 60% of the variance in job satisfaction. A direct, positive relationship was found between work-life spillover and job satisfaction. Findings challenge conceptions of work-life spillover as a negative dimension of faculty life.

  8. Need for power and women's careers over 14 years: structural power, job satisfaction, and motive change.

    PubMed

    Jenkins, S R

    1994-01-01

    Previous findings by D. G. Winter (1988) relating the need for Power to choice and attainment of power-relevant careers (teaching, including college; psychotherapy; journalism; and business management) were successfully replicated among 118 female collage seniors, 69 of whom returned mailed questionnaires 14 years later. High n Power women reported both more power-relevant job satisfaction and dissatisfaction; n Power predicted career progression only for women in power-relevant careers. Those women holding relational power jobs and those in structural power roles who reported higher overall job satisfaction increased in n Power over 14 years. Power-motivated women in different structural power roles reported contrasting satisfactions and career progression.

  9. Group cohesion and organizational commitment: protective factors for nurse residents' job satisfaction, compassion fatigue, compassion satisfaction, and burnout.

    PubMed

    Li, Angela; Early, Sean F; Mahrer, Nicole E; Klaristenfeld, Jessica L; Gold, Jeffrey I

    2014-01-01

    Stress can have detrimental effects on nurse residents' levels of job satisfaction, compassion, fatigue, and burnout. This can lead to high turnover rates and poor quality of care among novice nurses. Therefore, it is critical to identify protective factors to prevent the onset of negative nurse outcomes (compassion fatigue, burnout, and job dissatisfaction) and to promote positive nurse outcomes (job satisfaction, compassion satisfaction). This study aimed to determine whether factors such as group cohesion and organizational commitment would be protective and moderate the association between stress exposure and posttraumatic stress symptoms and other negative nurse outcomes, thus facilitating positive outcomes. Findings showed that group cohesion was effective in moderating the negative effects of current stress exposure and posttraumatic stress symptoms on negative nurse outcomes, specifically on increased compassion fatigue and burnout, and reduced compassion satisfaction. In addition, organizational commitment was determined to promote positive nurse outcomes such as job satisfaction and compassion satisfaction. The study findings are promising, as retention of quality nurses is a significant problem for hospitals. Nurse managers and hospital administrators should be aware of the benefits of group cohesion and organizational commitment and strive to make the promotion of these factors a priority.

  10. Predictors of job satisfaction among Academic Faculty: Do instructional and clinical faculty differ?

    PubMed Central

    Chung, Kevin C.; Song, Jae W.; Kim, H. Myra; Woolliscroft, James O.; Quint, Elisabeth H.; Lukacs, Nicholas W.; Gyetko, Margaret R.

    2010-01-01

    Objectives To identify and compare predictors of job satisfaction between the instructional and clinical faculty tracks. Method A 61-item faculty job satisfaction survey was distributed to 1,898 academic faculty at the University of Michigan Medical School. The anonymous survey was web-based. Questions covered topics on departmental organization, research, clinical and teaching support, compensation, mentorship, and promotion. Levels of satisfaction were contrasted between the two tracks, and predictors of job satisfaction were identified using linear regression models. Results The response rates for the instructional and clinical tracks were 43.1% and 41.3%, respectively. Clinical faculty reported being less satisfied with how they are mentored, and fewer reported understanding the process for promotion. There was no significant difference in overall job satisfaction between faculty tracks. Surprisingly, clinical faculty with mentors were significantly less satisfied with how they were being mentored, with career advancement and overall job satisfaction, compared to instructional faculty mentees. Additionally, senior-level clinical faculty were significantly less satisfied with their opportunities to mentor junior faculty compared to senior-level instructional faculty. Significant predictors of job satisfaction for both tracks included areas of autonomy, meeting career expectations, work-life balance, and departmental leadership. Unique to the clinical track, compensation and career advancement variables also emerged as significant predictors. Conclusion Greater effort must be placed in the continued attention to faculty well-being both at the institutional level and at the level of departmental leadership. Success in enhancing job satisfaction is more likely if directed by locally designed assessments involving department chairs, specifically in fostering more effective mentoring relationships focused on making available career advancement activities such as

  11. Trauma surgeon personality and job satisfaction: results from a national survey.

    PubMed

    Foulkrod, Kelli H; Field, Craig; Brown, Carlos V R

    2010-04-01

    Personality is correlated with job satisfaction, whereas job satisfaction is linked to performance. This study examines personality of practicing trauma surgeons in relation to their job satisfaction. The dominant theory in personality research is the five-factor model, which includes: extraversion, agreeableness, conscientiousness, emotional stability, and openness. The sample was identified from American Association for Surgery of Trauma, Eastern Association for Surgery of Trauma, and Western Trauma Association membership. A web-based survey of demographics and empirically supported measures was created. Four hundred and twelve trauma surgeons (49 +/- 14-years-old, 85% male) completed the survey. When comparing satisfied to unsatisfied trauma surgeons on personality variables, extraversion (5.0 +/- 1.6 vs 4.4 +/- 1.6, P = 0.014) and emotional stability (5.8 +/- 1.1 vs 5.4 +/- 1.2, P = 0.007) were significantly higher in satisfied surgeons. Moderate correlations were found for job satisfaction with emotional stability (r = 0.20, P < 0.01) and extraversion (r = 0.20, P < 0.01). Logistic regression of personality variables highlighted the significance of emotional stability and extraversion in prediction of job satisfaction. Extraversion and emotional stability are the most significant personality factors to job satisfaction of trauma surgeons. These findings may have important implications for surgical resident recruitment, job performance, and retention. PMID:20420255

  12. Evaluation of Emotional Intelligence and Job Satisfaction in Employees of Kashan Hospitals

    PubMed Central

    Ghoreishi, Fatemeh Sadat; Zahirrodine, Ali Reza; Assarian, Fatemeh; Moosavi, Seyed Gholam Abbas; Zare Zadeh Mehrizi, Maryam

    2014-01-01

    Background: Job satisfaction and emotional intelligence are two important variables in organizational behavioral studies, and are key factors in promoting the efficiency of organizations. Objectives: The present study was conducted in order to determine the job satisfaction and emotional intelligence of employees of Kashan hospitals in 2011. Materials and Methods: This cross-sectional study was performed on 121 employees of Kashan hospitals who were selected using random stratified method. In this study, Bar-on emotional intelligence and job satisfaction questionnaires were used. The data were analyzed using statistical methods such as odds ratio, Chi-square and Fisher's exact test. Results: The majority of employees (76%) had moderate emotional intelligence while 88.2% of them had moderate job satisfaction. In this study, there were no significant relations between emotional intelligence and variables such as sex, education, and marital and job status (P > 0.05) but significant relations were found between the age and emotional intelligence (P = 0.01). Furthermore, there was no significant relation between job satisfaction and demographic variables. Moreover, no significant relation was found between the emotional intelligence and job satisfaction (P > 0.05). Conclusions: As the majority of the staff had average level of job satisfaction and emotional intelligence and others were lower than average, it seems necessary for authorities to explore the reasons for job dissatisfaction to prevent job burnout, depression and developing a sense of helplessness in the staff. It is also recommended to hold educational workshops for the staff especially who are younger than 40 years to promote their emotional intelligence. PMID:25414889

  13. Indicators of Job Satisfaction of Home Healthcare Nurses in the San Francisco Bay Area of California.

    PubMed

    Li, Xia; Canham, Daryl; Wahl, Sharon

    2016-06-01

    The purpose of this study was to identify the factors that provide job satisfaction for home healthcare nurses and to determine if the nurses' educational level makes a difference in job satisfaction. Data were collected using Ellenbecker's (2004) 21-item Home Healthcare Nurses Job Satisfaction Scale. The study results indicated the majority of this population of home healthcare nurses was satisfied on all items, except in having the power to change agency policy. Educational level made no significant difference in job satisfaction. Recommendations include encouraging agencies to include clinicians in policy decision-making and management of patient care. Nursing education programs should ensure nurses graduate with the skills necessary for policy development and to make decisions that positively impact patient care. PMID:27243430

  14. The interrelationship of organizational characteristics of magnet hospitals, nursing leadership, and nursing job satisfaction.

    PubMed

    Upenieks, Valda V

    2003-01-01

    This study examined whether magnet hospitals continue to provide higher levels of job satisfaction and empowerment among nurses when compared with non-magnet hospitals. Also studied at both types of hospitals was whether job satisfaction discrepancy was interlinked with leadership effectiveness and support of professional nursing practice. Nurses employed at magnet hospitals experienced higher levels of empowerment and job satisfaction due to greater access to work empowerment structures. The elements accounting for differences in empowerment and job satisfaction scores included: (1) greater accessibility of magnet nurse leaders, (2) better support of clinical nurse autonomous decision making by magnet nurse leaders, and (3) greater access to work empowerment structures such as opportunity, information, and resources at magnet hospitals.

  15. Effects of occupational stress, job characteristics, coping, and attributional style on the mental health and job satisfaction of university employees.

    PubMed

    Mark, George; Smith, Andrew P

    2012-01-01

    Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles. PMID:21271408

  16. Effects of occupational stress, job characteristics, coping, and attributional style on the mental health and job satisfaction of university employees.

    PubMed

    Mark, George; Smith, Andrew P

    2012-01-01

    Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.

  17. Job satisfaction and retention of health-care providers in Afghanistan and Malawi

    PubMed Central

    2014-01-01

    Background This study describes job satisfaction and intention to stay on the job among primary health-care providers in countries with distinctly different human resources crises, Afghanistan and Malawi. Methods Using a cross-sectional design, we enrolled 87 health-care providers in 32 primary health-care facilities in Afghanistan and 360 providers in 10 regional hospitals in Malawi. The study questionnaire was used to assess job satisfaction, intention to stay on the job and five features of the workplace environment: resources, performance recognition, financial compensation, training opportunities and safety. Descriptive analyses, exploratory factor analyses for scale development, bivariate correlation analyses and bivariate and multiple linear regression analyses were conducted. Results The multivariate model for Afghanistan, with demographic, background and work environment variables, explained 23.9% of variance in job satisfaction (F(9,73) = 5.08; P < 0.01). However, none of the work environment variables were significantly related to job satisfaction. The multivariate model for intention to stay for Afghanistan explained 23.6% of variance (F(8,74) = 4.10; P < 0.01). Those with high scores for recognition were more likely to have higher intention to stay (β = 0.328, P < 0.05). However, being paid an appropriate salary was negatively related to intent to stay (β = -0.326, P < 0.01). For Malawi, the overall model explained only 9.8% of variance in job satisfaction (F(8,332) = 4.19; P < 0.01) and 9.1% of variance in intention to stay (F(10,330) = 3.57; P < 0.01). Conclusions The construction of concepts of health-care worker satisfaction and intention to stay on the job are highly dependent on the local context. Although health-care workers in both Afghanistan and Malawi reported satisfaction with their jobs, the predictors of satisfaction, and the extent to which those predictors explained variations in job

  18. A content analysis of staff nurse descriptions of job satisfaction and dissatisfaction.

    PubMed

    McNeese-Smith, D K

    1999-06-01

    Job satisfaction of nurses has been studied, using quantitative methodology, but hospital staff nurse descriptions of the source of their job satisfaction and job dissatisfaction have rarely been examined. This study collected information from 30 staff nurses through semistructured, taped interviews. Using content analysis, interviews were coded and categories and themes were identified. Findings indicate that job satisfaction was derived from the following categories: patient care, environment, balanced workload, relations with coworkers, personal factors, salary and benefits, professionalism, cultural background of the nurse and career stage of the nurse. Themes related to patient care, the pace and variety in an acute care environment, relationships with coworkers and meeting personal and family needs were cited as particularly relevant to job satisfaction. Job dissatisfaction was primarily influenced by patient care, factors that interfere with the job and patient care, feeling overloaded, relations with coworkers, personal factors, organizational factors and the career stage of the nurse. Themes related to the following categories have the greatest influence on job dissatisfaction: feeling overloaded, factors that interfere with patient care, coworkers who do not provide good care and situations that feel unfair. The actual words of nurses were included to provide depth and substance to the categories and themes. A discussion was presented of the relationship of these findings to theory and to outcomes of quantitative research. These findings have implications for nursing practice, administration and education as the profession considers organizational and individual factors influencing nurses' feelings about their job and prepares for future nursing shortages.

  19. Big Five personality traits, job satisfaction and subjective wellbeing in China.

    PubMed

    Zhai, Qingguo; Willis, Mike; O'Shea, Bob; Zhai, Yubo; Yang, Yuwen

    2013-01-01

    This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five-SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well-established multi-item scales that have been validated both in English-speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Five--extraversion, conscientiousness, and neuroticism--have an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a "high collectivism" and "high power distance" country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.

  20. Job Satisfaction and Burnout among Intensive Care Unit Nurses and Physicians.

    PubMed

    Myhren, Hilde; Ekeberg, Oivind; Stokland, Olav

    2013-01-01

    Introduction. Nurses and physicians working in the intensive care unit (ICU) may be exposed to considerable job stress. The study aim was to assess the level of and the relationship between (1) job satisfaction, (2) job stress, and (3) burnout symptoms. Methods. A cross-sectional study was performed at ICUs at Oslo University Hospital. 145 of 196 (74%) staff members (16 physicians and 129 nurses) answered the questionnaire. The following tools were used: job satisfaction scale (scores 10-70), modified Cooper's job stress questionnaire (scores 1-5), and Maslach burnout inventory (scores 1-5); high score in the dimension emotional exhaustion (EE) indicates burnout. Personality was measured with the basic character inventory. Dimensions were neuroticism (vulnerability), extroversion (intensity), and control/compulsiveness with the range 0-9. Results. Mean job satisfaction among nurses was 43.9 (42.4-45.4) versus 51.1 (45.3-56.9) among physicians, P < 0.05. The mean burnout value (EE) was 2.3 (95% CI 2.2-2.4), and mean job stress was 2.6 (2.5-2.7), not significantly different between nurses and physicians. Females scored higher than males on vulnerability, 3.3 (2.9-3.7) versus 2.0 (1.1-2.9) (P < 0.05), and experienced staff were less vulnerable, 2.7 (2.2-3.2), than inexperienced staff, 3.6 (3.0-4.2) (P < 0.05). Burnout (EE) correlated with job satisfaction (r = -0.4, P < 0.001), job stress (r = 0.6, P < 0.001), and vulnerability (r = 0.3, P = 0.003). Conclusions. The nurses were significantly less satisfied with their jobs compared to the physicians. Burnout mean scores are relatively low, but high burnout scores are correlated with vulnerable personality, low job satisfaction, and high degree of job stress.

  1. Personality and citizenship behavior: the mediating role of job satisfaction.

    PubMed

    Ilies, Remus; Fulmer, Ingrid Smithey; Spitzmuller, Matthias; Johnson, Michael D

    2009-07-01

    Using meta-analytic path analysis, the authors tested several structural models linking agreeableness and conscientiousness to organizational citizenship behavior (OCB). Results showed that the 2 personality traits had both direct effects and indirect effects-through job satisfaction-on overall OCB. Meta-analytic moderator analyses that distinguished between individual- and organization-targeted citizenship behaviors (OCB-I and OCB-O) showed that agreeableness was more closely related with OCB-I and conscientiousness with OCB-O. Finally, the path analyses predicting OCB-I and OCB-O offered further support for the general hypothesis that these 2 constructs are distinct. That is, the results of these analyses revealed that agreeableness had both direct and indirect effects on OCB-I but only indirect effects on OCB-O, and that for conscientiousness the pattern of direct and indirect effects was exactly opposite (direct and indirect effects on OCB-O but only indirect effects on OCB-I).

  2. Predictors of job satisfaction among individuals with disabilities: An analysis of South Korea's National Survey of employment for the disabled.

    PubMed

    Park, Yujeong; Seo, Dong Gi; Park, Jaekook; Bettini, Elizabeth; Smith, Jamie

    2016-01-01

    This study aims to explore the influences of personal, vocational, and job environment related factors that are associated with job satisfaction of individuals with disabilities in South Korea. Data for wage-based working employees from a nationwide survey were obtained, which resulted in a total number of 417 participants. The six hypotheses and mediation effects of personal and work related environmental factors were tested using the structural equation modeling drawn from existing research evidence. Results revealed that (a) life satisfaction and job related environments directly influenced job satisfaction; (b) the relationship between personal experience and job satisfaction was mediated by life satisfaction for both mild/moderate and severe/profound disabilities group; and (c) the mediating role of job environment between vocational preparedness and job satisfaction was only observed for individuals with mild/moderate disabilities. Summary of findings and implications for future research and practices are discussed.

  3. The Contribution of Job and Partner Satisfaction to the Homeostatic Defense of Subjective Wellbeing

    ERIC Educational Resources Information Center

    Lai, Lufanna C. H.; Cummins, Robert A.

    2013-01-01

    Two studies investigate subjective wellbeing (SWB) homeostasis. The first investigates the contribution of job satisfaction (JS) and partner satisfaction (PS) to the homeostatic defense of SWB. The extant model of homeostasis does not include either variable. The second study investigates the relationship between Homeostatically Protected Mood…

  4. Assessment of Job Satisfaction among Faculty Members and Its Relationship with Some Variables in Najran University

    ERIC Educational Resources Information Center

    Al-Smadi, Marwan Saleh; Qblan, Yahya Mohammed

    2015-01-01

    It is vital that colleges and universities monitor the satisfaction levels of their employees to secure high levels of their performance. The current study aimed to identify the impact of some variables (gender, Teaching experience and college type) on assessing the level of job satisfaction among faculty of Najran University. A survey was…

  5. Rethinking Our Assumptions about Teachers' Job Satisfaction in China and the West

    ERIC Educational Resources Information Center

    Kwong, Julia; Wang, Haiping; Clifton, Rodney A.

    2010-01-01

    This study examined job satisfaction among schoolteachers in Beijing and compared the findings with what is known from the English-language literature. The Chinese teachers, like their Western counterparts, found satisfaction in student progress and a supportive teaching environment but they enjoyed close collaboration with colleagues in executing…

  6. The Relationships among Job Satisfaction, Length of Employment, and Mentoring of Nursing Faculty

    ERIC Educational Resources Information Center

    Suzan, Zelda

    2016-01-01

    The shortage of faculty in nursing education programs has been well documented by the National League for Nursing. Job satisfaction is important in retaining nurse educators, and one New York nursing program was interested in examining the potential impact of mentoring on satisfaction. The purpose of this quantitative study was to examine job…

  7. Job Satisfaction as a Function of Interpersonal Needs: An Analysis of Superior-Subordinate Relationships.

    ERIC Educational Resources Information Center

    Streich, David J.; Hellweg, Susan A.

    This study examined the relationship between a superior and subordinate's interpersonal need orientation and subordinate job satisfaction, based on W. C. Schutz's Fundamental Interpersonal Relations Orientation theory which suggests that compatible interpersonal needs are characterized by relational satisfaction. Subjects, 118 people in 59…

  8. Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting

    ERIC Educational Resources Information Center

    Larkin, Ingle M.; Brantley-Dias, Laurie; Lokey-Vega, Anissa

    2016-01-01

    The purpose of this study was to measure and explore factors influencing K-12 online teachers' job satisfaction, organizational commitment, and turnover intentions. Using Maslow's Hierarchy of Needs (1954), Herzberg's Two-Factor Theory of Satisfaction (1959, 1968), Meyer and Allen's measure of Organizational Commitment (1997), and Fishbein and…

  9. Homemakers and Employed Women: The Relationship of Job Satisfaction to Stress, Illness, and Drug Use.

    ERIC Educational Resources Information Center

    De Sola-Nielson, Linda

    A questionnaire was developed to explore the relationships between job satisfaction, health, drug use (especially, the use of psychoactive drugs), and life satisfaction. The questionnaire was completed by 140 women between the ages of 21 and 65, of whom 52 were homemakers and 85 were employed (the remaining reported themselves as students).…

  10. Life and Job Satisfaction as Predictors of the Incidence of Diabetes.

    PubMed

    Shirom, Arie; Toker, Sharon; Melamed, Samuel; Berliner, Shlomo; Shapira, Itzhak

    2012-03-01

    We studied the hypothesised effects of baseline levels of life satisfaction and of job satisfaction on the incidence of diabetes. Participants were 2,305 apparently healthy men and women who underwent routine health checks at two points in time, about 20 months apart. New cases of diabetes (N=104) were defined based on fasting glucose value > 125, or glycosylated hemoglobin value > 6.5, or self-reported physician diagnosis of diabetes and taking medications to treat it. Life satisfaction was measured using the scale constructed by Diener et al. (1985) while job satisfaction was assessed based on the Survey of Working Conditions. In the analyses, we controlled for socio-demographic predictors, for known physiological and behavioral precursors of diabetes, and for depressive symptoms. There was support for our hypothesis that the higher the baseline levels of life satisfaction, the lower the incidence of diabetes. However, job satisfaction did not predict the incidence of diabetes. We obtained the same results when limiting the analysis to new cases of diabetes based on objective criteria only and when using as predictors both life and job satisfaction. We suggest that life satisfaction could be a protective factor reducing the risk of diabetes. PMID:26286969

  11. Relationships between Adult Workers' Spiritual Well-Being and Job Satisfaction: A Preliminary Study

    ERIC Educational Resources Information Center

    Robert, Tracey E.; Young, J. Scott; Kelly, Virginia A.

    2006-01-01

    The authors studied the relationships between adult workers' spiritual well-being and job satisfaction. Two hundred participants completed 2 instruments: the Spiritual Well-Being Scale (C. W. Ellison & R. F. Paloutzian, 1982) and the Minnesota Satisfaction Questionnaire Short Form (D. J. Weiss, R. V. Dawis, G. W. England, & L. H. Lofquist, 1967).…

  12. Relationship between commitment to hospital goals and job satisfaction: a case study of a nursing department.

    PubMed

    Alpander, G G

    1990-01-01

    Why is it that people in the same occupation doing similar work in the same department experience different levels of intrinsic satisfaction? This article sheds light on this question and provides hospital administrators with guidelines for improving employee motivation through intrinsic job satisfaction. PMID:2266009

  13. A Study To Determine the Job Satisfaction of the Engineering/Industrial Technology Faculty at Delgado Community College.

    ERIC Educational Resources Information Center

    Satterlee, Brian

    A study assessed job satisfaction among Engineering/Industrial Technology faculty at Delgado Community College (New Orleans, Louisiana). A secondary purpose was to confirm Herzberg's Two-Factor Theory of Job Satisfaction (1966) that workers derived satisfaction from the work itself and that causes of dissatisfaction stemmed from conditions…

  14. A Meta-Analytic Examination of the Construct Validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale

    ERIC Educational Resources Information Center

    Bowling, Nathan A.; Hammond, Gregory D.

    2008-01-01

    Although several different measures have been developed to assess job satisfaction, large-scale examinations of the psychometric properties of most satisfaction scales are generally lacking. In the current study we used meta-analysis to examine the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale…

  15. Emotional Exhaustion and Job Satisfaction in Airport Security Officers - Work-Family Conflict as Mediator in the Job Demands-Resources Model.

    PubMed

    Baeriswyl, Sophie; Krause, Andreas; Schwaninger, Adrian

    2016-01-01

    The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners' job performance. The present study bridges this research gap by applying the job demands-resources (JD-R) model and using work-family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD-R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.

  16. An Examination of Blue- versus White-Collar Workers' Conceptualizations of Job Satisfaction Facets

    ERIC Educational Resources Information Center

    Hu, Xiaoxiao; Kaplan, Seth; Dalal, Reeshad S.

    2010-01-01

    This study examined the degree to which blue- versus white-collar workers differentially conceptualize various job facets, namely the work itself, co-workers, supervisors, and pay. To examine these potential differences, we conducted a series of analyses on job satisfaction ratings from two samples of university workers. Consistent with the study…

  17. Principals' Efforts To Empower Teachers: Effects on Teacher Motivation and Job Satisfaction and Stress.

    ERIC Educational Resources Information Center

    Davis, Joan; Wilson, Sandra M.

    2000-01-01

    Finds a significant relationship between empowering behaviors of principals and teacher motivation (the higher the principal's score, the higher teachers' overall motivation score); but finds no relationship between principal empowering behaviors and either teacher job satisfaction or job stress, although teacher motivation was related to both job…

  18. The Effects of Classroom Autonomy, Staff Collegiality, and Administrative Support on Teachers' Job Satisfaction

    ERIC Educational Resources Information Center

    Lasseter, Austin

    2013-01-01

    The purpose of my dissertation is to determine which job-related factors are most likely to explain teachers' sense of satisfaction with their current job. Based on previous research (Fairchild et al., 2012; Lee, Dedrick, & Smith, 1991; Perie & Baker, 1997), I hypothesized that teachers' perceptions of classroom autonomy, staff…

  19. Burnout, Job Satisfaction and Instructional Assignment-Related Sources of Stress in Greek Special Education Teachers

    ERIC Educational Resources Information Center

    Platsidou, Maria; Agaliotis, Ioannis

    2008-01-01

    In the literature concerning Greek special education teachers, there is little evidence regarding the perceived levels of burnout, job satisfaction, and job-related stress factors. The present study focused on the above issues. A sample of 127 Greek special education teachers at the primary school level was tested with the Maslach Burnout…

  20. Job Satisfaction: I/O Psychology and Organizational Behavior Management Perspectives

    ERIC Educational Resources Information Center

    Mawhinney, Thomas C.

    2011-01-01

    Perspectives on job satisfaction and its relations with job performance among members of the Industrial/Organizational Psychology (IOP) and Organizational Behavior Management (OBM) cultures are identified and compared. Comparisons include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job…

  1. Why Has There Been a Decrease in the Job Satisfaction of Faculty at Spanish Universities?

    ERIC Educational Resources Information Center

    Olaskoaga-Larrauri, Jon; González-Laskibar, Xabier; Díaz-De-Basurto-Uraga, Pablo; Ignacio-Gómez, Patricia

    2015-01-01

    This paper describes the effects that organisational reforms at Spanish public universities have had on the job satisfaction of the academics they employ, using an adaptation of the "Job Descriptive Index". The work is based on the lecturers' opinions as expressed through a questionnaire. The research concludes that the most visible and…

  2. Role Conflict and Ambiguity as Predictors of Job Satisfaction in High School Counselors

    ERIC Educational Resources Information Center

    Cervoni, Annemarie; DeLucia-Waack, Janice

    2011-01-01

    The purpose of this study was to examine the relationship between role conflict and role ambiguity, and percentage of time spent on ASCA recommended duties (counseling, coordination, consultation, and large group guidance); and job satisfaction of high school counselors. The Role Conflict and Role Ambiguity Scale and the Job Descriptive Index were…

  3. Comprehensive School Counseling Programs, Job Satisfaction, and the ASCA National Model

    ERIC Educational Resources Information Center

    Pyne, Jaymes R.

    2011-01-01

    This study examined the level of school counselor job satisfaction and implementation of comprehensive school counseling programs in secondary schools in one state. Participants included 103 secondary school counselors selected using a cluster sampling of Michigan public school districts. The Job in General (JIG) scale was used to measure their…

  4. A Study of Job Satisfaction Correlates among Urban School Speech Language Pathologists

    ERIC Educational Resources Information Center

    Maxie-Brown, Gwendolyn J.

    2011-01-01

    The purpose of this study was to examine relationships between the job satisfaction of speech language pathologists (SLPs) and self-efficacy, work relationships and two components of job performance: teacher judgments of student improvement and supervisor ratings of teacher efficiency. It was hypothesized that each of the variables would be…

  5. The Impact of Stress and Support on Direct Care Workers' Job Satisfaction

    ERIC Educational Resources Information Center

    Ejaz, Farida K.; Noelker, Linda S.; Menne, Heather L.; Bagaka's, Joshua G.

    2008-01-01

    Purpose: This research applies a stress and support conceptual model to investigate the effects of background characteristics, personal and job-related stressors, and workplace support on direct care workers' (DCW) job satisfaction. Design and Methods: Researchers collected survey data from 644 DCWs in 49 long-term care (LTC) organizations. The…

  6. Job Satisfaction of Primary Health-Care Providers (Public Sector) in Urban Setting

    PubMed Central

    Kumar, Pawan; Khan, Abdul Majeed; Inder, Deep; Sharma, Nandini

    2013-01-01

    Introduction: Job satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. The core components of information necessary for what satisfies and motivates the health work force in our country are missing at policy level. Therefore present study will help us to know the factors for job satisfaction among primary health care providers in public sector. Materials and Methods: Present study is descriptive in nature conducted in public sector dispensaries/primary urban health centers in Delhi among health care providers. Pretested structured questionnaire was administered to 227 health care providers. Data was analyzed using SPSS and relevant statistical test were applied. Results: Analysis of study reveals that ANMs are more satisfied than MOs, Pharmacist and Lab assistants/Lab technicians; and the difference is significant (P < 0.01). Age and education level of health care providers don’t show any significant difference in job satisfaction. All the health care providers are dissatisfied from the training policies and practices, salaries and opportunities for career growth in the organization. Majority of variables studied for job satisfaction have low scores. Five factor were identified concerned with job satisfaction in factor analysis. Conclusion: Job satisfaction is poor for all the four groups of health care providers in dispensaries/primary urban health centers and it is not possible to assign a single factor as a sole determinant of dissatisfaction in the job. Therefore it is recommended that appropriate changes are required at the policy as well as at the dispensary/PUHC level to keep the health work force motivated under public sector in Delhi. PMID:24479088

  7. Factors Associated with Job Satisfaction among University Teachers in Northeastern Region of China: A Cross-Sectional Study

    PubMed Central

    Pan, Bochen; Shen, Xue; Liu, Li; Yang, Yilong; Wang, Lie

    2015-01-01

    Objective: Teachers’ job satisfaction is one of the key factors in institutional dynamics and is generally considered to be the primary variable by which the effectiveness of an organization’s human resource is evaluated. The objectives of this study were to assess the level of job satisfaction among university teachers and to clarify the associated factors. Method: A cross-sectional study was conducted between November 2013 and January 2014. Teachers from six universities in Shenyang, China were randomly sampled. The job satisfaction scale Minnesota Satisfaction Questionnaire (MSQ), perceived organizational support (POS), psychological capital questionnaire (PCQ-24), and effort-reward imbalance scale (ERI) together with questions about demographic and working factors were administered in questionnaires distributed to 1500 university teachers. Hierarchical linear regression analyses were performed to explore the related factors. Results: 1210 effective responses were obtained (effective respondent rate 80.7%). The average score of overall job satisfaction was 69.71. Hierarchical linear regression analysis revealed that turnover intention, occupational stress and chronic disease all had negative impacts on job satisfaction, whereas perceived organizational support, psychological capital and higher monthly income were positively associated with job satisfaction among the university teachers. Age was also linked to the level of job satisfaction. All the variables explained 60.7% of the variance in job satisfaction. Conclusions: Chinese university teachers had a moderate level of job satisfaction. Demographic and working characteristics were associated factors for job satisfaction. Perceived organizational support showed the strongest association with job satisfaction. Results of the study indicate that improving the perceived organizational support may increase the level of job satisfaction for university teachers. PMID:26473906

  8. Lecturers' Job Satisfaction in a Public Tertiary Institution in Singapore: Ambivalent and Non-Ambivalent Relationships between Job Satisfaction and Demographic Variables

    ERIC Educational Resources Information Center

    Paul, Emily Pakivathy; Phua, Seok Kheng

    2011-01-01

    Increasing lecturer turnover rates and fewer qualified recruits choosing a career in academia threaten the integrity of the tertiary education system in Singapore. The purpose of this study was to ascertain the relationship between lecturers' job satisfaction levels in a public tertiary institution and selected demographic variables. The study…

  9. Wage Equity and Female Faculty Job-Satisfaction: The Role of Wage Differentials in a Job Satisfaction Causal Model. ASHE Annual Meeting Paper.

    ERIC Educational Resources Information Center

    Hagedorn, Linda Serra

    This study examined the role of female/male wage differentials in a model of job satisfaction. It is based on data from 5,021 respondents to the 1989 Carnegie Foundation for the Advancement of Teaching national faculty survey. The model considers the interrelated effects of the calculated wage differential, stress, social perceptions of students,…

  10. Job Satisfaction among Information Technology Professionals in the Washington DC Area: An Analysis Based on the Minnesota Satisfaction Questionnaire

    ERIC Educational Resources Information Center

    Diala, Ify S.

    2010-01-01

    Information technology (IT) has in the recent times dominated all aspect of the business world, and, for this reason, today's business environment is more challenging and more dynamic than in previous years. Therefore, this study focused on examining job satisfaction of Information Technology professionals in the D.C. area, paying particular…

  11. Job Satisfaction of Faculty Teaching Higher Education. An Examination of Herzberg's Dual-Factor Theory and Porter's Need Satisfaction Research.

    ERIC Educational Resources Information Center

    Moxley, Linda S.

    In October 1975 a questionnaire was sent to 200 members randomly selected from the "Directory of Faculty Members Teaching in the Field of Higher Education" to determine satisfaction with their teaching role. The research was designed to test Herzberg's theory, which states that "hygiene factors" (job context) are related to dissatisfaction while…

  12. Marital and job satisfaction among non-resident physicians at a Hispanic academic medical center, 2006-2007.

    PubMed

    Colón-de Martí, Luz N; Acevedo, Luis F; Céspedes-Gómez, Wayca R

    2009-01-01

    Marital satisfaction has been previously associated with job satisfaction although few studies have addressed this issue among Hispanic physicians. Marital and job satisfaction were assessed in a sample of 92 legally married non-residents physicians working at a Hispanic Academic Medical Center during the 2006-2007 academic year. Marital satisfaction was assessed using the Dyadic Adjustment Scale (DAS) and job satisfaction was measured using a 18-item scale. Response rate was 34.8%. Most (70.7%) of the subjects were males. Forty- five percent (45.0%) belonged to the surgical specialties group. The mean scale value for marital satisfaction was found to be in the average range. Almost all (88.7%) the participants reported being "satisfied "to "very satisfied" with their job. Ninety percent (90.0%) of the surgical specialists and 86.9% of the non-surgical specialists reported being satisfied with their job. The percentage of participants that reported to be "very satisfied" with their job, was higher among the group of surgical specialists (23.3%) than among the non-surgical specialists (13.0%) There was no significant relationship between marital satisfaction and job satisfaction. Also, no statistically significant difference was observed in the level of marital satisfaction and job satisfaction when surgical and non-surgical physicians were compared. The findings on marital satisfaction obtained in this sample were similar to those observed in a previous study of resident physicians at the same academic medical center.

  13. Marital and job satisfaction among non-resident physicians at a Hispanic academic medical center, 2006-2007.

    PubMed

    Colón-de Martí, Luz N; Acevedo, Luis F; Céspedes-Gómez, Wayca R

    2009-01-01

    Marital satisfaction has been previously associated with job satisfaction although few studies have addressed this issue among Hispanic physicians. Marital and job satisfaction were assessed in a sample of 92 legally married non-residents physicians working at a Hispanic Academic Medical Center during the 2006-2007 academic year. Marital satisfaction was assessed using the Dyadic Adjustment Scale (DAS) and job satisfaction was measured using a 18-item scale. Response rate was 34.8%. Most (70.7%) of the subjects were males. Forty- five percent (45.0%) belonged to the surgical specialties group. The mean scale value for marital satisfaction was found to be in the average range. Almost all (88.7%) the participants reported being "satisfied "to "very satisfied" with their job. Ninety percent (90.0%) of the surgical specialists and 86.9% of the non-surgical specialists reported being satisfied with their job. The percentage of participants that reported to be "very satisfied" with their job, was higher among the group of surgical specialists (23.3%) than among the non-surgical specialists (13.0%) There was no significant relationship between marital satisfaction and job satisfaction. Also, no statistically significant difference was observed in the level of marital satisfaction and job satisfaction when surgical and non-surgical physicians were compared. The findings on marital satisfaction obtained in this sample were similar to those observed in a previous study of resident physicians at the same academic medical center. PMID:19954085

  14. Factors influencing nurses' job satisfaction in selected private hospitals in England.

    PubMed

    Lephalala, R P; Ehlers, V J; Oosthuizen, M J

    2008-09-01

    The quantitative descriptive survey used self-completion questionnaires to study factors influencing nurses' job satisfaction in selected private hospitals in England. Herzberg's Theory of Motivation was used to contextualise the results obtained from 85 completed questionnaires. In terms of Herzberg's Theory of Motivation, the most important extrinsic (hygiene) factor was no satisfaction with their salaries compared to nurses' salaries in other private hospitals in England, in the NHS and even at their own hospitals. However, most nurses were satisfied with the other extrinsic factors (organisation and administration policies, supervision and interpersonal relations). The most important intrinsic factors (motivators), influencing nurses' job satisfaction was their lack of satisfaction with promotions (including the fact that their qualifications were reportedly not considered for promotions), lack of advancement opportunities and being in dead-end jobs, and lack of involvement in decision- and policy-making activities. Nurses' levels of job satisfaction might be enhanced if promotion policies could be consistent, advancement opportunities implemented, qualifications considered for promotions, salary issues clarified, and if nurses could be involved in decision- and policy-making. Enhanced levels of job satisfaction could help to reduce turnover rates among registered nurses at the private hospitals in England that participated in this study. PMID:19177972

  15. Work-family conflict and job satisfaction: emotional intelligence as a moderator.

    PubMed

    Gao, Yongdong; Shi, Junqi; Niu, Qikun; Wang, Lei

    2013-08-01

    The negative impact of work-family conflict (WFC) on employees' well-being and job-related outcomes has attracted much research attention recently. A major gap in the literature is which factors could potentially buffer its negative effect on employees. The present study examined the moderating effect of emotional intelligence on the relationship between WFC and job satisfaction in a sample of 212 Chinese high school teachers. On the basis of conservation of resource theory, we hypothesized that emotional intelligence would weaken the negative effect of family-to-work and work-to-family interference on job satisfaction. Results suggested that WFC (work-to-family interference and family-to-work interference) was negatively related to job satisfaction and that emotional intelligence weakened the effect of WFC on job satisfaction. These findings provide implications for theories on WFC and emotional intelligence, such as conservation of resource theory. The current study also provides a test of these theories in Chinese culture to support the generalizability of theories developed in previous research. Practical implications for reducing the negative influence of WFC on employees' job satisfaction are also provided, such as the potential value of emotional intelligence for the training and development of employees in teaching professions. PMID:23015466

  16. Work-family conflict and job satisfaction: emotional intelligence as a moderator.

    PubMed

    Gao, Yongdong; Shi, Junqi; Niu, Qikun; Wang, Lei

    2013-08-01

    The negative impact of work-family conflict (WFC) on employees' well-being and job-related outcomes has attracted much research attention recently. A major gap in the literature is which factors could potentially buffer its negative effect on employees. The present study examined the moderating effect of emotional intelligence on the relationship between WFC and job satisfaction in a sample of 212 Chinese high school teachers. On the basis of conservation of resource theory, we hypothesized that emotional intelligence would weaken the negative effect of family-to-work and work-to-family interference on job satisfaction. Results suggested that WFC (work-to-family interference and family-to-work interference) was negatively related to job satisfaction and that emotional intelligence weakened the effect of WFC on job satisfaction. These findings provide implications for theories on WFC and emotional intelligence, such as conservation of resource theory. The current study also provides a test of these theories in Chinese culture to support the generalizability of theories developed in previous research. Practical implications for reducing the negative influence of WFC on employees' job satisfaction are also provided, such as the potential value of emotional intelligence for the training and development of employees in teaching professions.

  17. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital.

    PubMed

    Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

    2015-11-30

    Police officers' job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September-October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers' job satisfaction should be developed in the future, especially the enhancement of PsyCap.

  18. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

    PubMed Central

    Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

    2015-01-01

    Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap. PMID:26633436

  19. [Relationship between nurses' learning motivation inside/outside the workplace and job/ life satisfaction].

    PubMed

    Nakamura, Emi

    2009-12-01

    For the purpose of clarifying the relationship between job, life-satisfaction and motivation for learning of nurses, a questionnaire survey by mailing method was conducted for 123 nurses (52.6% response rate) within the Kyushu area. The analysis was performed by comparing the mean value of scores for each satisfaction category and that of comprehensive satisfaction (hereafter refered to as satisfaction level) which were extracted by principal component analysis. It has been proved that the higher was the motivation for learning, the greater was the job satisfaction level (0.16 +/- 0.95 in H group; -0.56 +/- 0.99 in L group, P = 0.001) in the case of learning in the workplace, and that motivation for learning was decreased by their sentiment that their job and learning weren't evaluated properly or by their discontent they felt in participating in learning on a day-off and during off-hours. It has also been proved in the case of off-the-job learning that the higher was the motivation for learning, the greater was the job satisfaction level (0.10 +/- 1.01 in H group; -0.35 +/- 0.90 in L group, P = 0.040), and that their motivation for learning was decreased by feeling that their job and learning weren't evaluated properly or that they weren't satisfied with their physical and mental health. Also in other learnings, the higher was the motivation for learning, the greater was the job satisfaction level (0.08 +/-0.96 in H group; -0.27 +/- 1.11 in L group, P = 0.034), and the motivation for learning was decreased depending on the type of work, work-hours, and on the strain felt to be time-consuming.

  20. The Role of Education Pathways in the Relationship between Job Mismatch, Wages and Job Satisfaction: A Panel Estimation Approach

    ERIC Educational Resources Information Center

    Mavromaras, Kostas; Sloane, Peter; Wei, Zhang

    2012-01-01

    This paper examines the outcome of over-skilling and over-education on wages and job satisfaction of full-time employees in Australia between 2001 and 2008. We employ a random effects probit model with Mundlak corrections. We find differences by type of mismatch, education pathway, and gender. We categorise reported mismatches as genuine…

  1. How Does Satisfaction Translate into Performance? An Examination of Commitment and Cultural Values

    ERIC Educational Resources Information Center

    Zhang, Jin; Zheng, Wei

    2009-01-01

    The purpose of this study is to add new insights into the mechanism through which job satisfaction relates to job performance. Affective commitment was tested as a potential mediator between job satisfaction and job performance, and traditionality was used as a potential moderator between job satisfaction and affective commitment. A survey study…

  2. Predicting job satisfaction: a new perspective on person-environment fit.

    PubMed

    Hardin, Erin E; Donaldson, James R

    2014-10-01

    There may be 2 ways to look at person-environment (P-E) fit: the extent to which the environment matches the person (which, in the case of person-job [P-J] fit, we term ideal-job actualization) and the extent to which the person matches the environment (which we term actual-job regard; cf. Hardin & Larsen, 2014). Adults employed full time in the United States (n = 251; 49.8% women) completed an online survey that included measures assessing these 2 perspectives on P-J fit, along with measures of job and life satisfaction. Ideal-job actualization and actual-job regard were empirically and conceptually distinct, each accounting for unique variance in overall job satisfaction, even after controlling for overall life satisfaction and remuneration. Looking at fit from these 2 frames of reference may give a more complete perspective that accounts for critical outcomes, like satisfaction, as well as suggest novel approaches to career counseling.

  3. Factors Affecting Workers' Valuation of Intrinsic Job Rewards.

    ERIC Educational Resources Information Center

    Shapiro, E. Gary

    As the fit between job values and job rewards becomes more important to American workers, it is important to understand factors which may affect these values. Data from the combined General Social Surveys of 1974, 1976, 1977 and 1980 were used to investigate the influence of education, job prestige, earnings, age, sex, race, and family…

  4. Analysis of factors affecting satisfaction level on problem based learning approach using structural equation modeling

    NASA Astrophysics Data System (ADS)

    Hussain, Nur Farahin Mee; Zahid, Zalina

    2014-12-01

    Nowadays, in the job market demand, graduates are expected not only to have higher performance in academic but they must also be excellent in soft skill. Problem-Based Learning (PBL) has a number of distinct advantages as a learning method as it can deliver graduates that will be highly prized by industry. This study attempts to determine the satisfaction level of engineering students on the PBL Approach and to evaluate their determinant factors. The Structural Equation Modeling (SEM) was used to investigate how the factors of Good Teaching Scale, Clear Goals, Student Assessment and Levels of Workload affected the student satisfaction towards PBL approach.

  5. The impact of staff case manager-case management supervisor relationship on job satisfaction and retention of RN case managers.

    PubMed

    Hogan, Tierney D

    2005-01-01

    A positive relationship between staff RN case managers and their case management supervisor significantly impacts job satisfaction and retention in case managers. Literature review supports the premise that staff need to trust their supervisor and that there is a connection between this trust and job satisfaction. Staff case managers need to have a voice at work and feel empowered, and a supervisor's leadership style can influence job satisfaction and retention in their staff.

  6. Personality Characteristics, Job Stressors, and Job Satisfaction: Main and Interaction Effects on Psychological and Physical Health Conditions of Italian Schoolteachers.

    PubMed

    Zurlo, Maria Clelia; Pes, Daniela; Capasso, Roberto

    2016-08-01

    The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers' psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers' self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations. PMID:27381410

  7. Personality Characteristics, Job Stressors, and Job Satisfaction: Main and Interaction Effects on Psychological and Physical Health Conditions of Italian Schoolteachers.

    PubMed

    Zurlo, Maria Clelia; Pes, Daniela; Capasso, Roberto

    2016-08-01

    The study proposed an application of the transactional model of stress in teaching elaborated by Travers and Cooper in 1996, and aimed to investigate the influence of personality characteristics (coping strategies, type A behaviors), situational characteristics (sources of pressure), and perceived job satisfaction in the prediction of teachers' psychophysical health conditions. The Italian version of the Teacher Stress Questionnaire was administered to 621 teachers. Logistic regression was used to evaluate significant main and interaction effects of personality characteristics, situational characteristics, and perceived job satisfaction on teachers' self-reported psychophysical health conditions. The findings highlighted specific coping strategies (focused on the problem, on innovation, and on hobbies and pastimes) and dimensions of job satisfaction (related to intrinsic aspects of job and to employee relations) buffering the negative effects of several job stressors. Type A behaviors and coping strategies focused on mobilized social support, suppression of stress, and not confronting the situation had main and interactions with negative effects on psychophysical health. Findings confirmed the necessity to run multi-factor research to analyze the different combinations of individual and situational variables implicated in negative health outcomes and to highlight the most significant buffering or increasing associations.

  8. Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

    PubMed Central

    Seddigh, Aram; Berntson, Erik; Platts, Loretta G.; Westerlund, Hugo

    2016-01-01

    This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices. PMID:27223898

  9. Does Personality Have a Different Impact on Self-Rated Distraction, Job Satisfaction, and Job Performance in Different Office Types?

    PubMed

    Seddigh, Aram; Berntson, Erik; Platts, Loretta G; Westerlund, Hugo

    2016-01-01

    This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the cases of professional efficacy and job satisfaction, several were observed between personality traits and office type on the level of distraction reported. Specifically, more emotionally stable participants reported lower distraction, particularly those working in flex offices. Both agreeableness and openness to experience were associated with higher levels of distraction among participants in open-plan compared to cell offices.

  10. The effect of internal marketing on job satisfaction in health services: a pilot study in public hospitals in Northern Greece

    PubMed Central

    2011-01-01

    Background The purpose of this study was to explore the effect of internal marketing on job satisfaction in health services, particularly in public hospitals in Northern Greece. Methods A questionnaire with three sections was used. The first one referred to internal marketing by using Foreman and Money's scale, while the second one contained questions on job satisfaction based on Stamps and Piermonte's work. The last section included demographic questions. Three categories of health care professionals, nurses, doctors and paramedic personnel working in public hospitals have participated. Results Doctors tend to be more satisfied with their job than nurses in the same hospitals. Male personnel also tend to be more satisfied with their job than female. Time-defined work contract personnel have a greater level of job satisfaction than permanent personnel. Marital status, position, and educational level have no statistically significant impact on job satisfaction. A slight decline in job satisfaction occurs as the personnel age. Conclusions Internal marketing has a positive effect on the job satisfaction of hospital staff in Northern Greece. Also, doctors and male personnel seem to have greater levels of job satisfaction. Staff with time-defined work contracts with the hospital are more satisfied than permanent staff, and as the staff age, there is a slight decline in job satisfaction. PMID:21981753

  11. Evaluating stress, burnout and job satisfaction in New Zealand radiation oncology departments.

    PubMed

    Jasperse, M; Herst, P; Dungey, G

    2014-01-01

    This research aimed to determine the levels of occupational stress, burnout and job satisfaction among radiation oncology workers across New Zealand. All oncology staff practising in all eight radiation oncology departments in New Zealand were invited to participate anonymously in a questionnaire, which consisted of the Maslach Burnout Inventory and measures of stress intensity associated with specific occupational stressors, stress reduction strategies and job satisfaction. A total of 171 (out of 349) complete responses were analysed using spss 19; there were 23 oncologists, 111 radiation therapists, 22 radiation nurses and 15 radiation physicists. All participants, regardless of profession, reported high stress levels associated with both patient-centred and organisational stressors. Participants scored high in all three domains of burnout: emotional exhaustion, depersonalisation and personal accomplishment. Interestingly, although organisational stressors predicted higher emotional exhaustion and emotional exhaustion predicted lower job satisfaction, patient stressors were associated with higher job satisfaction. Job satisfaction initiatives such as ongoing education, mentoring and role extension were supported by many participants as was addressing organisational stressors, such as lack of recognition and support from management and unrealistic expectations and demands. New Zealand staff exhibit higher levels of burnout than Maslach Burnout Inventory medical norms and oncology workers in previous international studies.

  12. Job Satisfaction and Expected Turnover Among Federal, State, and Local Public Health Practitioners

    PubMed Central

    Harper, Elizabeth; Shon, Ji Won; Sellers, Katie; Castrucci, Brian C.

    2016-01-01

    Objectives. To use data on the governmental public health workforce to examine demographics and elucidate drivers of job satisfaction and intent to leave one’s organization. Methods. Using microdata from the 2014 Federal Employee Viewpoint Survey and 2014 Public Health Workforce Interests and Needs Survey, we drew comparisons between federal, state, and local public health staff. We fitted logistic regressions to examine correlates of both job satisfaction and intent to leave one’s organization within the coming year. Results. Correlates of job satisfaction included pay satisfaction, organizational support, and employee involvement. Approximately 40% of federal, state, and local staff said they were either considering leaving their organization in the next year or were planning to retire by 2020. Conclusions. Public health practitioners largely like their jobs, but many are dissatisfied with their pay and are considering working elsewhere. More should be done to understand the determinants of job satisfaction and how to successfully retain high-quality staff. Public Health Implications. Public health is at a crossroads. Significant turnover is expected in the coming years. Retention efforts should engage staff across all levels of public health. PMID:27552269

  13. The nurse work environment, job satisfaction and turnover rates in rural and urban nursing units

    PubMed Central

    BAERNHOLDT, MARIANNE; MARK, BARBARA A.

    2013-01-01

    Aim The aim of the present study was to determine whether there are differences in hospital characteristics, nursing unit characteristics, the nurse work environment, job satisfaction and turnover rates in rural and urban nursing units. Background Research in urban hospitals has found an association between the nurse work environment and job satisfaction and turnover rates, but this association has not been examined in rural hospitals. Method Rural and urban nursing units were compared in a national random sample of 97 United States hospitals (194 nursing units) with between 99 and 450 beds. Results Significant differences were found between hospital and nursing unit characteristics and the nurse work environment in rural and urban nursing units. Both nursing unit characteristics and the work environment were found to have a significant influence on nurse job satisfaction and turnover rates. Conclusion Job satisfaction and turnover rates in rural and urban nursing units are associated with both nursing unit characteristics and the work environment. Implications for nursing management Both rural and urban hospitals can improve nurse job satisfaction and turnover rates by changing unit characteristics, such as creating better support services and a work environment that supports autonomous nursing practice. Rural hospitals can also improve the work environment by providing nurses with more educational opportunities. PMID:19941573

  14. Job Satisfaction and its Influential Factors in Dental Academic Members in Tehran, Iran

    PubMed Central

    Seraj, B; Ghadimi, S; Mirzaee, M; Ahmadi, R; Bashizadeh, H; Ashofteh-Yazdi, K; SahebJamee, M; Kharazi, MJ; Jahanmehr, M

    2014-01-01

    Background: Assessment of job satisfaction of the faculty members and its underlying factors may increase career fulfillment and raise the educational and research productivity, leading to higher quality of dental services at the community level, ultimately improving public oral health status. Aim: This study assessed job satisfaction and its influential factors in dental academic members in Tehran. Subjects and Methods: The job satisfaction level of 203 faculty members was assessed using a Likert scale questionnaire from 0 to 4, with 4 representing very satisfied and 0 not at all satisfied. The analysis of variance was used to compare the responses among dental faculty members of three different universities. The impact of age, gender, academic rank, employment status and the date of employment on the overall faculty job satisfaction was identified by multiple linear regression analysis. Results: The mean professional satisfaction score among faculty members was 1.5 (0.5) out of four. Among the studied underlying factors, only the date of employment was seen to have a statistically significant impact on the faculties’ overall job satisfaction (P= 0.05). There was no difference in job compensation observed between the three dental faculties. Dissatisfying aspects of the academic work included educational and research policies, monetary strategies, quality of leadership and administration, promotion and tenure policies, job security, educational environment, equipments, and facilities. The only satisfying factor was the interaction between faculty colleagues and students. Conclusion: Faculty members of Tehran Dental Schools are dissatisfied with their work environments in Tehran Dental Schools. Issues such as salary and remuneration, facilities, equipments, promotion and tenure policies are strongly believed to account for the dissatisfaction. PMID:24761236

  15. Job Satisfaction: A Critical, Understudied Facet of Workforce Development in Public Health

    PubMed Central

    Harper, Elizabeth; Castrucci, Brian C.; Bharthapudi, Kiran; Sellers, Katie

    2015-01-01

    Context: The field of public health faces multiple challenges in its efforts to recruit and retain a robust workforce. Public health departments offer salaries that are lower than the private sector, and government bureaucracy can be a deterrent for those seeking to make a difference. Objective: The objective of this research was to explore the relationship between general employee satisfaction and specific characteristics of the job and the health agency and to make recommendations regarding what health agencies can do to support recruitment and retention. Design: This is a cross-sectional study using data collected from the 2014 Public Health Workforce Interests and Needs Survey (PH WINS). A nationally representative sample was constructed from 5 geographic (paired adjacent HHS [US Department of Health and Human Services]) regions and stratified by population and state governance type. Descriptive and inferential statistics were analyzed using the balanced repeated replication method to account for the complex sampling design. A multivariate linear regression was used to examine job satisfaction and factors related to supervisory and organizational support adjusting for relevant covariates. Setting and Participants: PH WINS data were collected from state health agency central office employees using an online survey. Main Outcome Measure: Level of job satisfaction using the Job in General Scale (abridged). Results: State health agency central office staff (n = 10 246) participated in the survey (response rate 46%). Characteristics related to supervisory and organizational support were highly associated with increased job satisfaction. Supervisory status, race, organization size, and agency tenure were also associated with job satisfaction. Conclusions: Public health leaders aiming to improve levels of job satisfaction should focus on workforce development and training efforts as well as adequate supervisory support, especially for new hires and nonsupervisors

  16. Positive Aging in Demanding Workplaces: The Gain Cycle between Job Satisfaction and Work Engagement

    PubMed Central

    Guglielmi, Dina; Avanzi, Lorenzo; Chiesa, Rita; Mariani, Marco G.; Bruni, Ilaria; Depolo, Marco

    2016-01-01

    Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees’ well-being and job satisfaction under conditions of a generalized increase of job demand, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job demand and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 and 64 replied to the survey twice (the first time and 8 months later). The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction 8 months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the importance of considering the

  17. Positive Aging in Demanding Workplaces: The Gain Cycle between Job Satisfaction and Work Engagement.

    PubMed

    Guglielmi, Dina; Avanzi, Lorenzo; Chiesa, Rita; Mariani, Marco G; Bruni, Ilaria; Depolo, Marco

    2016-01-01

    Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees' well-being and job satisfaction under conditions of a generalized increase of job demand, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job demand and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 and 64 replied to the survey twice (the first time and 8 months later). The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction 8 months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the importance of considering the role

  18. Positive Aging in Demanding Workplaces: The Gain Cycle between Job Satisfaction and Work Engagement.

    PubMed

    Guglielmi, Dina; Avanzi, Lorenzo; Chiesa, Rita; Mariani, Marco G; Bruni, Ilaria; Depolo, Marco

    2016-01-01

    Nowadays organizations have to cope with two related challenges: maintaining an engaged and highly performing workforce and, at the same time, protecting and increasing employees' well-being and job satisfaction under conditions of a generalized increase of job demand, in an increasingly growing older population. According to the motivational process of the JD-R model, a work environment with many organizational resources will foster work engagement, which in turn will increase the likelihood of positive personal and organizational outcomes, such as job satisfaction, performance, and intention to stay. However, it is not clear how this motivational process could work in different age cohorts, as older workers may have different priorities to those of younger colleagues. Postulating the existence of a gain-cycle in the relationship between work engagement and outcomes, in this study we tested a longitudinal moderated mediation model in which job satisfaction increases over time through an increment in work engagement. We hypothesized that this process is moderated by job demand and aging. We collected data in public administrations in Northern Italy in order to measure work engagement and job satisfaction. 556 workers aged between 50 and 64 replied to the survey twice (the first time and 8 months later). The findings confirmed a moderated mediation model, in which job satisfaction at time 1 increased work engagement, which in turn fostered job satisfaction 8 months later, confirming the hypothesized gain-cycle. This relationship was shown to be moderated by the joint influence of job demand intensity and age: higher job demands and younger age are related to the maximum level of level gain cycle, while the same high level of job demands, when associated with older age, appears unable to stimulate a similar effect. The results confirm that, on one hand, older workers cannot be seen as a homogeneous group and, on the other hand, the importance of considering the role

  19. A Quantitative Study of Factors Contributing to Perceived Job Satisfaction of Information Technology Professionals Working in California Community Colleges

    ERIC Educational Resources Information Center

    Temple, James Christian

    2013-01-01

    Purpose: The purpose of this replication study was to understand job satisfaction factors (work, pay, supervision, people, opportunities for promotion, and job in general) as measured by the abridged Job Descriptive Index (aJDI) and the abridged Job in General (aJIG) scale for information technology (IT) professionals working in California…

  20. Supporting front-line practitioners' professional development and job satisfaction in mental health and addiction.

    PubMed

    Bogo, Marion; Paterson, Jane; Tufford, Lea; King, Regine

    2011-05-01

    Substantial organizational change in many health institutions has eliminated profession-based departments and replaced them with program management structures. This article aims to explore practitioners' perceptions of their professional work in a large urban centre for addiction and mental health that has undergone such change. Seventy-six practitioners from six professions participated in focus groups that were transcribed and analyzed. Practitioners' perceptions about their professional competence, performance, development, and job satisfaction were affected by three interrelated factors: available supervision from experts who validate practitioners' subjective work experiences and provide population-specific knowledge for effective interventions; teams that provide a home base and support through positive interpersonal relations, collaboration and informal feedback; and organizations and managers who provide assistance and training while expecting quality performance and productivity. Effective clinical and organizational leaders manage tensions between providing supportive environments and expecting accountability throughout the workplace. PMID:21425915