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Selected AbstractsExploring the profiles of nurses' job satisfaction in Macau: results of a cluster analysisJOURNAL OF CLINICAL NURSING, Issue 3-4 2010Moon Fai Chan Aims., To determine whether definable subtypes exist within a cohort of nurses with regard to factors associated with nurses' job satisfaction patterns and to compare whether these factors vary between nurses in groups with different profiles. Background., Globally, the health care system is experiencing major changes and influence nurses' job satisfaction and may ultimately affect the quality of nursing care for patients. Design., A descriptive survey. Methods., Data were collected using a self-reported structured questionnaire. Nurses were recruited in two hospitals in Macao. Two main outcome variables were collected: Predisposing characteristics and five components on job satisfaction outcomes. Results., A cluster analysis yielded two clusters (n = 649). Cluster 1 consisted of 60·6% (n = 393) and Cluster 2 of 39·4% (n = 256) of the nurses. Cluster 1 nurses were younger, more educated and had less work experience and more intention to change their career than nurses in Cluster 2. Cluster 2 nurses had more work experiences, were of more senior grade and were more satisfied with their current job in terms of peer supports, autonomy and professional opportunities, scheduling and relationships with team members than nurses in Cluster 1. Conclusions., Findings might help by providing important information for health care managers to identify strategies/methods to target a specific group of nurses in hopes of increasing their job satisfaction levels. Relevance to clinical practice., As a long-term investment, hospital management has to promote work environments that support job satisfaction to attract nurses and thereby improve the quality of nursing care. The results of this study might provide hospital managers with a model to design specified interventions to improve nurses' job satisfaction. [source] Compensation Dispersion Between and Within Hierarchical LevelsJOURNAL OF ECONOMICS & MANAGEMENT STRATEGY, Issue 1 2007Pedro Ortín-Ángel This paper studies the dispersion around the expected compensation of workers before and after controlling for hierarchical positions in cross-section data samples. From data for Spanish managers, we find that this dispersion decreases with education and work experience before entering the current job and increases with job tenure. This finding contrasts with previous research that finds a positive association between compensation dispersion and education and work experience. We explain the new finding through a model of learning that separates compensation dispersion between jobs and within jobs (hierarchical positions). The model takes advantage of the information revealed when workers are promoted to their current hierarchical positions and allows for more robust tests of learning theories. [source] Levels of autonomy of nurse practitioners in an acute care settingJOURNAL OF THE AMERICAN ACADEMY OF NURSE PRACTITIONERS, Issue 10 2007CCRN (Clinical Nurse Manager), Corazon B. Cajulis DNP Abstract Purpose: The purpose of this descriptive study was to determine the level of autonomy of nurse practitioners (NPs) providing care to an adult patient population in an acute care setting. Data sources: Data were collected from 54 NPs in different specialty areas currently working in a large metropolitan hospital. The Dempster Practice Behaviors Scale was used to measure the autonomy of the NPs. Conclusions: The overall mean autonomy score of 117.37 (SD = 14.55) indicates a high level of autonomy of the NPs in this study. Forty-one percent of the participants had very high levels of autonomy, 31.5% had extremely high levels of autonomy, and 19% had moderate levels of autonomy. Demographic variables of age; years worked as an NP, as an RN, and at current job; highest educational level; basic nursing preparation; NP certification; and specialty had no statistically significant relationship with autonomy scores. Implications for practice: The results of this study provided preliminary evidence of the level of autonomy of NPs providing inpatient care to adult patients in an acute care setting. The findings could lead to future research on the impact of NP services on patient outcomes and clinical productivity in acute care settings. [source] Exposure to hazardous workplace noise and use of hearing protection devices among US workers,NHANES, 1999,2004,,AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 5 2009SangWoo Tak ScD Abstract Background To estimate the prevalence of workplace noise exposure and use of hearing protection devices (HPDs) at noisy work, NIOSH analyzed 1999,2004 data from the National Health and Nutrition Examination Survey (NHANES). Methods A total of 9,275 currently employed workers aged ,16 years were included in the weighted analysis. Hazardous workplace noise exposure was defined as self-reported exposure to noise at their current job that was so loud that the respondent had to speak in a raised voice to be heard. Industry and occupation were determined based on the respondent's current place and type of work. Results Twenty-two million US workers (17%) reported exposure to hazardous workplace noise. The weighted prevalence of workplace noise exposure was highest for mining (76%, SE,=,7.0) followed by lumber/wood product manufacturing (55%, SE,=,2.5). High-risk occupations included repair and maintenance, motor vehicle operators, and construction trades. Overall, 34% of the estimated 22 million US workers reporting hazardous workplace exposure reported non-use of HPDs. The proportion of noise-exposed workers who reported non-use of HPDs was highest for healthcare and social services (73.7%, SE,=,8.1), followed by educational services (55.5%). Discussion Hearing loss prevention and intervention programs should be targeted at those industries and occupations identified to have a high prevalence of workplace noise exposure and those industries with the highest proportion of noise-exposed workers who reported non-use of HPDs. Am. J. Ind. Med. 52:358,371, 2009. Published 2009 Wiley-Liss, Inc. [source] Motivations, Job Procurement, and Job Satisfaction Among Current and Former Ultrasound FellowsACADEMIC EMERGENCY MEDICINE, Issue 6 2010James H. Moak MD Abstract Objectives:, Over the past decade, emergency medicine ultrasound (US) fellowships have proliferated, yet there are no published data describing employment trends among fellowship graduates. This study sought to assess factors motivating emergency physicians to pursue an US fellowship and to characterize their employment and job satisfaction after graduation. Methods:, An electronic survey was conducted of US fellows and graduates representing all 35 known fellowship programs. Non-responders were contacted at 2 weeks to encourage participation. Primary outcome measurements were the importance of factors motivating individuals to pursue an US fellowship (as rated on a numeric scale), job satisfaction among US fellowship graduates, the proportion of respondents practicing in academic versus community hospitals, clinical hours per week, and the rate of procurement of one's top choice of job after graduation. The chi-square test or Fisher's exact test was used for categorical variables, and the Mann-Whitney U-test was used to compare continuous variables between two groups. Results:, Of 170 invitations sent, 10 were undeliverable. The response rate was 61%; 74 graduates and 23 fellows completed the survey. Enhancing job opportunities, enjoyment of US, long-term job satisfaction and gaining skills not learned in residency rated highest as reasons for pursuing an US fellowship. Among graduates, 20% are satisfied with their current job, while 78% are very satisfied or extremely satisfied. Nearly one-third of graduates (31%) work primarily in non-academic hospitals, while only 9% of current fellows aspire to work in non-academic settings in the future. There was no difference in job satisfaction between academic- and community-based graduates. In comparison to those graduating in previous years, fellows graduating in 2008 were less likely to get their top job (97% vs. 75.0%, p = 0.018). Conclusions:, Job satisfaction is high among US fellowship graduates and is unrelated to academic versus community affiliation. Three-fourths of recent graduates obtain their top choice of job upon completion of fellowship. ACADEMIC EMERGENCY MEDICINE 2010; 17:644,648 © 2010 by the Society for Academic Emergency Medicine [source] | ||||||||||