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Job Satisfaction (job + satisfaction)
Kinds of Job Satisfaction Selected AbstractsWAGES, HOURS OF WORK AND JOB SATISFACTION OF RETIREMENT-AGE WORKERS,THE JAPANESE ECONOMIC REVIEW, Issue 2 2005ISAO OHASHI I analyse, theoretically and empirically, the effects of pension benefits, family conditions and the personal characteristics of older individuals on their labour supply, wages, hours worked and job satisfaction, in the framework of the Nash bargaining condition whereby an older worker and a firm bargain over employment conditions such as wages, hours of work and job investment. It is stressed that as workers become older they tend to give greater priority to the number of hours worked, work environment and type of job than to wages, and try to improve these through job investment, even at the cost of lower wages. [source] Job Satisfaction and Subjective Well-Being in a Sample of NursesJOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 5 2005Stephen A. Sparks It is surprising that there are no published studies exploring job satisfaction and subjective well-being (SWB) in nurses given the current shortage (Clark & Clark, 2002). For the present study, 152 nurses completed measures of job satisfaction, SWB, and social desirability. The Dimensions of Satisfaction scale was designed for this study and demonstrated acceptable reliability and validity. Results indicated that the most important aspect to nurses' job satisfaction is pay, followed by staffing and benefits. When entering the field, nurses most valued pay, followed by personal fulfillment and respect. A majority of the sample (59%) indicated satisfaction with their job, but this is well below the national average for American workers (85%; National Opinion Research Center, 2000). Nurses indicated higher SWB than the general population (Myers & Diener, 1996). However, the correlation between job satisfaction and SWB was lower than that of the general population (Tail, Padgett, & Baldwin, 1989). [source] Leadership Styles and Nursing Faculty Job Satisfaction in TaiwanJOURNAL OF NURSING SCHOLARSHIP, Issue 4 2005Hsiu-Chin Chen Purpose: To examine nursing faculty job satisfaction and their perceptions of nursing deans' and directors' leadership styles, and to explore how the perceptions of leadership styles relate to faculty job satisfaction in Taiwan. Methods: Descriptive, correlational, and cross-sectional study with self-administered questionnaires. The sample was recruited from 18 nursing programs, and 286 questionnaires were returned. Results: Faculty perceived that Taiwan's nursing deans and directors showed more transformational than transactional leadership. Taiwan's nursing faculty were moderately satisfied in their jobs, and they were more satisfied with deans or directors who practiced the transactional leadership style of contingent reward and the transformational style of individualized consideration. A style with negative effect was passive management by exception. Conclusions: Three types of leadership behaviors explained significant variance (21.2%) in faculty job satisfaction in Taiwan, indicating the need for further attention to training and development for effective leadership behaviors. [source] Even Lawyers Get the Blues: Gender, Depression, and Job Satisfaction in Legal PracticeLAW & SOCIETY REVIEW, Issue 1 2007John Hagan It is an intriguing puzzle that women lawyers, despite less desirable working conditions and blocked career advancement, report similar satisfaction as men lawyers with their legal careers. The paradoxical work satisfaction reported by women and men lawyers obscures a more notable difference in their depressed or despondent feelings. Using a panel study of women and men lawyers practicing in Toronto since the mid-1980s, we find at least three causal pathways through which gender indirectly is connected to job dissatisfaction and feelings of despondency. The first path is through gender differences in occupational power, which lead to differential despondency. The second path is through differences in perceived powerlessness, which directly influence job dissatisfaction. The third path is through feelings of despondency that result from concerns about the career consequences of having children. The combined picture that results illustrates the necessity to include measures of depressed affect in studies of dissatisfaction with legal practice. Explicit measurement and modeling of concerns about the consequences of having children and depressed feelings reveal a highly gendered response of women to legal practice that is otherwise much less apparent. Women are more likely to respond to their professional grievances with internalized feelings of despondency than with externalized expressions of job dissatisfaction. That is, they are more likely to privatize than publicize their professional troubles. [source] Job Satisfaction Among Faculty of Color in Academe: Individual Survivors or Institutional Transformers?NEW DIRECTIONS FOR INSTITUTIONAL RESEARCH, Issue 105 2000Berta Vigil Laden This chapter examines the literature on minority faculty and the issues with which they contend from entry through tenure and promotion and into the post-tenure years. [source] The Effects of Potentiality Education on Potentiality and Job Satisfaction Among Psychiatric Nurses in TaiwanPERSPECTIVES IN PSYCHIATRIC CARE, Issue 2 2010Kang-Hua Chen RN PURPOSE., This study evaluated the effects of a potentiality education program on potentiality and job satisfaction among psychiatric nurses. DESIGN AND METHODS., This quasiexperimental study recruited 59 psychiatric nurses, of whom 26 were assigned to an experimental group, based on their interest in participating in the program, and 33 to a control group. FINDINGS., The results indicated that the scores for job satisfaction were significantly higher in the experimental group than in the control group. Specifically, potentiality education promoted job satisfaction but had no significant influence on potentiality. PRACTICE APPLICATION., Increasing nurses' potentiality could help them to successfully cope with their large workload and the various challenges of their job. [source] Relationship Between Personality Traits, Job Satisfaction, and Job Involvement Among Taiwanese Community Health VolunteersPUBLIC HEALTH NURSING, Issue 3 2007I-chuan Li ABSTRACT Objective: To understand the relationship between job involvement, job satisfaction, and personality traits among health volunteers in one Taiwan community. It is not easy to retain voluntary workers as part of health programs even though they have been trained. Previous research has shown that in order to increase job involvement, volunteers must effectively fulfill their needs to achieve and obtain job satisfaction. Design and sample: Cross-sectional design. Surveys were mailed to 317 health volunteers at community health centers in I-lan County, northern Taiwan; 213 complete responses (67%) were received. Methods: The survey instrument included sociodemographic items and scales measuring locus of control, achievement orientation, job involvement, and job satisfaction. Results: Most respondents (94.8%) were female and their average age was 49.6 years. In terms of personality traits, most volunteers showed internal control orientation. Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation, and job satisfaction was 33.6%. Conclusions: The results suggest that there is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups. These should involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction. [source] Combined Residency Training in Emergency Medicine and Internal Medicine: An Update on Career Outcomes and Job SatisfactionACADEMIC EMERGENCY MEDICINE, Issue 9 2009Chad S. Kessler MD Abstract Objectives:, This study was designed to provide an update on the career outcomes and experiences of graduates of combined emergency medicine-internal medicine (EM-IM) residency programs. Methods:, The graduates of the American Board of Emergency Medicine (ABEM) and American Board of Internal Medicine (ABIM)-accredited EM-IM residencies from 1998 to 2008 were contacted and asked to complete a survey concerning demographics, board certification, fellowships completed, practice setting, academic affiliation, and perceptions about EM-IM training and careers. Results:, There were 127 respondents of a possible 163 total graduates for a response rate of 78%. Seventy graduates (55%) practice EM only, 47 graduates (37%) practice both EM and IM, and nine graduates (7%) practice IM or an IM subspecialty only. Thirty-one graduates (24%) pursued formal fellowship training in either EM or IM. Graduates spend the majority of their time practicing clinical EM in an urban (72%) and academic (60%) environment. Eighty-seven graduates (69%) spend at least 10% of their time in an academic setting. Most graduates (64%) believe it practical to practice both EM and IM. A total of 112 graduates (88%) would complete EM-IM training again. Conclusions:, Dual training in EM-IM affords a great deal of career opportunities, particularly in academics and clinical practice, in a number of environments. Graduates hold their training in high esteem and would do it again if given the opportunity. [source] Social Cynicism and Job Satisfaction: A Longitudinal AnalysisAPPLIED PSYCHOLOGY, Issue 2 2010Kwok Leung Social cynicism, a negative view about people and social institutions, was found to show a negative correlation with job satisfaction across societies. A preliminary study in Hong Kong showed that social cynicism and job satisfaction correlated negatively across individuals as well. To confirm the causal effect of social cynicism on job satisfaction, a longitudinal study in Shanghai, China, with three waves of surveys, was conducted. Results showed that social cynicism correlated negatively with job satisfaction measured concurrently, and was predictive of job satisfaction measured subsequently. Consistent with the buffering hypothesis, perceived well-being was a significant moderator in that the negative relationship between social cynicism and job satisfaction was significant only when perceived well-being was low. On s'est aperçu que le cynisme social (une vision négative des gens et des institutions sociales) entretenait une corrélation négative avec la satisfaction professionnelle quelle que soit la société. Une étude préliminaire à Hong-Kong a montré que le cynisme social et la satisfaction professionnelle présentaient également une corrélation négative au niveau de l'individu. Dans le but de confirmer le statut causal du cynisme social sur la satisfaction professionnelle, on a mené une étude longitudinale en Chine, à Shanghai, avec trois enquêtes successives. Les résultats montrent que le cynisme social est négativement reliéà la satisfaction professionnelle mesurée au même moment et prédit la satisfaction professionnelle mesurée ultérieurement. En accord avec l'hypothèse portant sur la résistance aux aléas de l'existence, le bien-être perçu est un modérateur actif dans la mesure où la relation négative entre le cynisme social et la satisfaction professionnelle n'est significative que lorsque le bien-être perçu est médiocre. [source] A State-Trait Analysis of Job Satisfaction: On the Effect of Core Self-EvaluationsAPPLIED PSYCHOLOGY, Issue 1 2006Christian Dormann Une recherche récente qui portait sur les fondements caractériels de la satisfaction au travail s'est focalisée sur le rapport entre la satisfaction professionnelle observée et le noyau central des autoévaluations (CSE). Cette étude s'est occupée d'une part de la relation entre la variance-trait de la satisfaction au travail et le CSE et d'autre part de la structure des variables CSE. En faisant le choix d'un modèle de mesure longitudinal, nous avons d'abord recherché si le CSE était suffisamment stable, cela à partir d'une analyse secondaire de quatre périodes successives. Les résultats montrent une forte stabilité du CSE (.87 sur deux ans). Nous avons ensuite opéré une scission état-trait de la satisfaction professionnelle de façon à dissocier la variance-trait de la satisfaction au travail de la variance instable. Le facteur stable de satisfaction professionnelle fut mis en rapport, par régression, avec les variables CSE, en utilisant plusieurs modèles de CSE (une sommation, un facteur latent ou un concept global). D'après les résultats, il vaut mieux traiter les variables CSE comme une sommation, et cette série rend compte de presque toute la variance stable de la satisfaction professionnelle (84%). En outre, seuls l'affectivité négative et le locus of control interne avaient un impact significatif, alors que l'estime de soi et l'efficience personnelle n'en avaient pas. On conclut que la conception actuelle du CSE comme concept supraordonné englobant quatre dimensions est défendable, mais trop générale pour les recherches sur la satisfaction professionnelle; il est plus satisfaisant et suffisant d'analyser à la fois l'affectivité négative et le locus of control. Recent research that looked into the dispositional base of job satisfaction focused on relating observed job satisfaction to core self-evaluations (CSE). This study was concerned with (a) the relation between the trait variance of job satisfaction and CSE and (b) the structure of the CSE-variables. Using a longitudinal measurement model in a secondary analysis of four waves of a longitudinal study we first tested whether CSE are sufficiently stable over time. Results indicate a high stability of CSE (.87 across 2 years). We then performed a state-trait decomposition of job satisfaction in order to separate trait variance of job satisfaction from changing variance. The stable job satisfaction factor was regressed on CSE-variables, using different models of CSE (a collective set, a latent factor, or an aggregate concept). Results were in favor of treating the CSE-variables as a collective set, and this set explained almost all stable variance of job satisfaction (84%). Moreover, only negative affectivity and internal locus of control had a significant impact, whereas self-esteem and self-efficacy had not. It is concluded that current conceptualisations of CSE as a superordinate concept underlying its four dimensions is possible but overly broad in job satisfaction research; collective consideration of LOC and NA is better and sufficient. [source] Does Union Membership Really Reduce Job Satisfaction?BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2004Alex Bryson We investigate the effect of union membership on job satisfaction. Using linked employer,employee data from the 1998 British Workplace Employee Relations Survey, we analyse the relationship between the membership decision and overall job satisfaction and satisfaction with pay. In this paper we account for the endogenous selection induced by the sorting of workers into unionized jobs. Controlling for both individual and establishment heterogeneity and explicitly modelling the effect of union status, we find that the marked difference in job satisfaction between unionized and non-unionized workers disappears, suggesting that a selection effect, rather than a causal effect, characterizes the relationship. [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] Association of British Clinical Diabetologists (ABCD) and Diabetes-UK survey of specialist diabetes services in the UK, 2006.DIABETIC MEDICINE, Issue 6 2008Abstract Aims To identify the views and working practices of consultant diabetologists in the UK in 2006,2007, the current provision of specialist services, and to examine changes since 2000. Methods All 592 UK consultant diabetologists were invited to participate in an on-line survey. Quantitative and qualitative analyses of responses were undertaken. A composite ,well-resourced service score' was calculated. In addition to an analysis of all respondents, a sub-analysis was undertaken, comparing localities represented both in 2006/2007 and in 2000. Results In 2006/2007, a 49% response rate was achieved, representing 50% of acute National Health Service Trusts. Staffing levels had improved, but remained below recommendations made in 2000. Ten percent of specialist services were still provided by single-handed consultants, especially in Northern Ireland (in 50% of responses, P = 0.001 vs. other nations). Antenatal, joint adult,paediatric and ophthalmology sub-specialist diabetes services and availability of biochemical tests had improved since 2000, but access to psychology services had declined. Almost 90% of consultants had no clinical engagement in providing community diabetes services. The ,well-resourced service score' had not improved since 2000. There was continued evidence of disparity in resources between the nations (lowest in Wales and Northern Ireland, P = 0.007), between regions in England (lowest in the East Midlands and the Eastern regions, P = 0.028), and in centres with a single-handed consultant service (P = 0.001). Job satisfaction correlated with well-resourced service score (P = 0.001). The main concerns and threats to specialist services were deficiencies in psychology access, inadequate staffing, lack of progress in commissioning, and the detrimental impact of central policy on specialist services. Conclusions There are continued disparities in specialist service provision. Without effective commissioning and adequate specialist team staffing, integrated diabetes care will remain unattainable in many regions, regardless of reconfigurations and alternative service models. [source] The Work-Family Interface: Differentiating Balance and FitFAMILY & CONSUMER SCIENCES RESEARCH JOURNAL, Issue 2 2004Maribeth C. Clarke Work-family fit has recently emerged in work and family literature, comparable to work-family balance in that it represents interactions between work and family and yet distinct because it precedes balance and other outcomes. This study explores the relationship between, predictive factors of, and interactive moderating effects of work-family fit and work-family balance. Data are from a survey of business graduate school alumni (n = 387). Findings indicate that fit and balance are two separate constructs. Fit is uniquely predicted by work hours, age, family income, and household labor satisfaction. Balance is uniquely predicted by frequency of family activities. Job satisfaction and marital satisfaction predicted both fit and balance. Analyses suggest that fit is based more on the structural aspects of work-family interactions, whereas balance appears to be based more on the psychological factors. Job satisfaction, marital satisfaction, and frequency of family activities moderated the relationship between fit and balance. [source] Job satisfaction among intensive care nurses from the People's Republic of ChinaINTERNATIONAL NURSING REVIEW, Issue 1 2008J. Li rn Background:, Prior research has suggested that job satisfaction is a major concern for both nurses and healthcare administrators. A variety of workplace stressors, coping strategies and demographic characteristics have been found to contribute both positively and negatively to job satisfaction. However, most of this research has been conducted in Western culture countries, leaving one to wonder if the findings are relevant in China, particularly in regard to intensive care nurses. Aim:, Therefore, the purpose of this descriptive study was to determine, in intensive care nurses from the People's Republic of China, which combination of workplace stressors, coping strategies and demographic characteristics was the best predictor of job satisfaction. Methods:, To address these purposes, four self-report questionnaires were administered to a convenience sample of 102 intensive care nurses from four teaching hospitals located in two cities in central China. Results:, The best predictors of job satisfaction were workload, years of experience in nursing, uncertainty about patients' treatment, behavioural disengagement and positive reframing. Conclusions:, The findings provide information about what factors need to be considered and addressed in the workplace to facilitate job satisfaction among Chinese intensive care nurses. [source] Primary health care nursing staff in Crete: an emerging profileINTERNATIONAL NURSING REVIEW, Issue 1 2006A. Markaki rn Background:, In 2001, the newly established Regional Health and Welfare System of Crete commissioned the first needs' assessment study of nursing personnel employed in the public sector of primary health care (PHC). Aim:, To capture the profile and professional needs of nursing staff working in Health Centers throughout the island of Crete and explore variations in nursing practice by educational preparation. Methods:, A newly developed, psychometrically tested questionnaire, was administered to all nursing staff in 14 rural Health Centers. Findings:, Vacancy rates are high, indicating a serious staffing deficit. The type of degree earned (2-year vs. 3 or 4-year program) does not differentiate nursing practice, with only two exceptions (obtaining a patient's history and counselling patients). The majority of respondents assess their existing knowledge and skills as ,adequate' while indicating a strong desire for continuing education. Job satisfaction is high in terms of interactions with clients and community recognition, while it is rated ,low' in terms of daily interactions with colleagues and support from work environment. Conclusion:, Cretan nursing staff in PHC operate within a restricted and task-orientated framework. Their educational preparation has little effect in practice role variations and professional needs. The Regional Health and Welfare System of Crete should address daily supervision and support issues, on-the-job training, continuing education needs, while taking immediate action to avoid potential turnover of existing staff and to aggressively recruit young, qualified nursing staff who will choose a career in PHC nursing. [source] Job satisfaction and employee perception of the learning environment in the health care management industryJOURNAL OF LEADERSHIP STUDIES, Issue 4 2008Ernest W. Brewer This study examines the relationship between job satisfaction and perception of the learning environment of administrative employees and differences in job satisfaction in terms of age, education, ethnicity, gender, location, marital status, position classification, and years of service. A total of 261 administrative employees of a national health care management organization participated in the survey. Major findings of this study revealed significant differences in some subcategories of job satisfaction and perceptions of learning environment in the respondents' ethnicity, age, and office location. Significant relationships were also found between job satisfaction, the perceived learning environment, and facets of the learning environment. [source] Implementation of an intravenous medication infusion pump system: implications for nursingJOURNAL OF NURSING MANAGEMENT, Issue 2 2008Marilyn Bowcutt MSN Aim, To assess perceptions of nurses regarding the implementation of intravenous medication infusion system technology and its impact on nursing care, reporting of medication errors and job satisfaction. Background, Medication errors are placing patients at high risk and creating an economic burden for hospitals and health care providers. Infusion pumps are available to decrease errors and promote safety. Methods, Survey of 1056 nurses in a tertiary care Magnet hospital, using the Infusion System Perception Scale. Response rate was 65.43%. Results, Nurses perceived the system would enhance their ability to provide quality nursing care, reduce medication errors. Job satisfaction was related to higher ratings of the management team and nursing staff. Perceptions verified the pump was designed to promote safe nursing practices. Conclusions, It is important to consider relationships with job satisfaction, safe nursing practice and the importance of ratings of nursing staff and management teams when implementing infusion technology. Implications for nursing management, Infusion pumps are perceived by nurses to enhance safe nursing practice. Results stress the importance of management teams in sociotechnological transformations and their impact on job satisfaction among nurses. [source] Do new roles contribute to job satisfaction and retention of staff in nursing and professions allied to medicine?JOURNAL OF NURSING MANAGEMENT, Issue 1 2000BA (HONS), K. Collins RGN Background Studies have suggested that job dissatisfaction is a major factor influencing nurses' and occupational therapists' intention to leave their profession. It has also been related to turnover of qualified nurses. However, literature relating to these factors among nurses and professions allied to medicine in innovative roles is scarce. Aims This paper considers the views of 452 nurses and 162 professionals allied to medicine (PAMs) in innovative roles, on job satisfaction, career development, intention to leave the profession and factors seen as hindering and enhancing effective working. Methods,A self-completion questionnaire was developed as part of a larger study exploring new roles in practice (The ENRiP Study). Findings Overall there was a high level of job satisfaction in both groups (nurses and PAMs). Job satisfaction was significantly related to feeling integrated within the post-holder's own professional group and with immediate colleagues, feeling that the role had improved their career prospects, feeling adequately prepared and trained for the role, and working to protocol. Sixty-eight percent (n=415) of respondents felt the role had enhanced their career prospects but over a quarter of respondents (n=163; 27%) said they would leave their profession if they could. Low job satisfaction was significantly related to intention to leave the profession. Conclusions The vast majority of post-holders in innovative roles felt that the role provided them with a sense of job satisfaction. However, it is essential that the post-holders feel adequately prepared to carry out the role and that the boundaries of their practice are well defined. Career progression and professional integration both being associated with job satisfaction. [source] Job satisfaction: a meta-analysis of stabilitiesJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2001Christian Dormann Evidence suggesting that job satisfaction is caused by individual dispositions is reviewed, and stability coefficients for job satisfaction in previous studies are analysed with a meta-analytic procedure. Previous longitudinal studies analysing job changer samples imply an upper limit estimate of 0.51 for direct dispositional influences on job satisfaction. A study of job changers considering the stability of working conditions suggests that this estimate has to be considerably corrected downwards. At present, it is concluded that it is more likely that dispositions indirectly affect job satisfaction via selection and self-selection processes. Implications for job satisfaction as a tool for organizational assessment are discussed. Copyright © 2001 John Wiley & Sons, Ltd. [source] Job satisfaction or production?ACTA ANAESTHESIOLOGICA SCANDINAVICA, Issue 10 2008How staff, leadership understand operating room efficiency: a qualitative study Background: How to increase efficiency in operating departments has been widely studied. However, there is no overall definition of efficiency. Supervisors urging staff to work efficiently may meet strong reactions due to staff believing that demands for efficiency means just stress at work. Differences in how efficiency is understood may constitute an obstacle to supervisors' efforts to promote it. This study aimed to explore how staff and leadership understand operating room efficiency. Methods: Twenty-one members of staff and supervisors in an operating department in a Swedish county hospital were interviewed. The analysis was performed with a phenomenographic approach that aims to discover the variations in how a phenomenon is understood by a group of people. Results: Six categories were found in the understanding of operation room efficiency: (A) having the right qualifications; (B) enjoying work; (C) planning and having good control and overview; (D) each professional performing the correct tasks; (E) completing a work assignment; and (F) producing as much as possible per time unit. The most significant finding was that most of the nurses and assistant nurses understood efficiency as individual knowledge and experience emphasizing the importance of the work process, whereas the supervisors and physicians understood efficiency in terms of production per time unit or completing an assignment. Conclusions: The concept ,operating room efficiency' is understood in different ways by leadership and staff members. Supervisors who are aware of this variation will have better prerequisites for defining the concept and for creating a common platform towards becoming efficient. [source] Job satisfaction of Japanese career women and its influence on turnover intentionASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 1 2001Motoko Honda-Howard To understand the relationship between current Japanese career women's job satisfaction and turnover, we analyzed 177 currently full-time employed individuals from our survey data. Participants ranged in age from 23 to 60, and were graduates of two four-year women's universities. We divided the participants into two groups based on whether or not they had changed jobs. As a result of factor analysis, we summarized job satisfaction into five factors: job interest, expectations of women, volume of work, health and welfare benefits, and career development. The scores of the ,health and welfare benefits' factor differed significantly between the two groups. A hierarchical logistic regression analysis found that low satisfaction with ,health and welfare benefits' tended to affect turnover intention. In addition, satisfaction with ,job interest' and ,volume of the job' tended to influence turnover intention, and at the same time these effects depended on the past turnover experience. From these study results, we suggest that current Japanese career women's turnover is mainly affected by the responsibilities of women in the face of the work,family conflict. [source] A case study of occupational therapy managers in NSW: Roles, responsibilities and work satisfactionAUSTRALIAN OCCUPATIONAL THERAPY JOURNAL, Issue 2 2009Jane E. Gamble Abstract Background: Job satisfaction has been shown to affect levels of staff retention and productivity, but few studies have been conducted on the work of occupational therapy managers and their job satisfaction. This study explores the roles and responsibilities of occupational therapy managers who are clinician-managers or manager-administrators, and sources of their work satisfaction. Methods: A collective case study involved telephone interviews with 16 occupational therapy managers. Semistructured interview questions were based on an earlier discussion with a separate group of occupational therapy managers. Interview transcripts were analysed for emerging themes. Results: There were no clear differences in the roles and responsibilities of the two types of managers (manager-administrators and clinician-managers); however, manager-administrators tended to be responsible for larger numbers of staff. Managers reported that taking a clinical caseload is often at their own discretion. A common challenge for managers is the balancing of priorities as a clinician and a manager. Managing people was a common source of joy and sometimes a source of frustration. Mediating between staff and senior management and the need for budget control and efficiencies was an important aspect of managers' work, as was their autonomy to make decisions. Conclusions: Occupational therapy managers assume responsibilities consistent with clinician managers across disciplines. The main sources of work satisfaction related to people management particularly when staff were working effectively as a team and there was respect from senior management. Further research will confirm whether there are no obvious differences between clinician-manager and manager-administrators, and whether there are clear differences in work-related frustration across sectors. [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] Severity of anxiety and work-related outcomes of patients with anxiety disordersDEPRESSION AND ANXIETY, Issue 12 2009Steven R. Erickson PharmD. Abstract Background: This study examined associations between anxiety and work-related outcomes in an anxiety disorders clinic population, examining both pretreatment links and the impact of anxiety change over 12 weeks of treatment on work outcomes. Four validated instruments were used to also allow examination of their psychometric properties, with the goal of improving measurement of work-related quality of life in this population. Methods: Newly enrolled adult patients seeking treatment in a university-based anxiety clinic were administered four work performance measures: Work Limitations Questionnaire (WLQ), Work Productivity and Activity Impairment Questionnaire (WPAI), Endicott Work Productivity Scale (EWPS), and Functional Status Questionnaire Work Performance Scale (WPS). Anxiety severity was determined using the Beck Anxiety Inventory (BAI). The Clinical Global Impressions, Global Improvement Scale (CGI-I) was completed by patients to evaluate symptom change at a 12-week follow-up. Two severity groups (minimal/mild vs. moderate/severe, based on baseline BAI score) were compared to each other on work measures. Results: Eighty-one patients provided complete baseline data. Anxiety severity groups did not differ in job type, time on job, job satisfaction, or job choice. Patients with greater anxiety generally showed lower work performance on all instruments. Job advancement was impaired for the moderate/severe group. The multi-item performance scales demonstrated better validity and internal consistency. The WLQ and the WPAI detected change with symptom improvement. Conclusion: Level of work performance was generally associated with severity of anxiety. Of the instruments tested, the WLQ and the WPAI questionnaire demonstrated acceptable validity and internal reliability. Depression and Anxiety, 2009. © 2009 Wiley-Liss, Inc. [source] Near patient testing for glycated haemoglobin in people with Type 2 diabetes mellitus managed in primary care: acceptability and satisfactionDIABETIC MEDICINE, Issue 7 2007M. A. Stone Abstract Aims To assess the acceptability of and satisfaction with near patient testing for glycated haemoglobin in primary care in patients and health professionals. Methods A questionnaire survey and qualitative study were nested within a randomized controlled trial conducted in eight general practices in Leicester-shire, UK. Satisfaction with diabetes care was compared in the intervention group (near patient test) and in the control subjects (usual laboratory test), using the Diabetes Clinic Satisfaction Questionnaire. Semistructured interviews were conducted with a purposive sample of patients and healthcare professionals and analysed using thematic coding and framework charting. Results Questionnaire data for 344 patients were analysed and interviews were conducted with 15 patients and 11 health professionals. Interviews indicated that the near patient test was highly acceptable to patients and staff and confirmed that there may be potential benefits such as time saving, reduced anxiety and impact on patient management and job satisfaction. However, both the survey and the interviews identified high pre-existing levels of satisfaction with diabetes care in both intervention and control group patients and survey results failed to confirm increased patient satisfaction as a result of rapid testing. Limited patient understanding of glycated haemoglobin testing was noted. Conclusions We were unable to confirm actual rather than potential advantages of the near patient test. Widespread adoption in primary care cannot be recommended without further evidence of benefit. [source] A little appreciation can go a long way toward employee job satisfactionEMPLOYMENT RELATIONS TODAY, Issue 1 2006Noelle Nelson First page of article [source] Entrepreneurial Job Characteristics: An Examination of Their Effect on Entrepreneurial Satisfaction1ENTREPRENEURSHIP THEORY AND PRACTICE, Issue 3 2009Leon Schjoedt The present study examined the effect of four core job characteristics on job satisfaction for entrepreneurs and a comparison group of nonfounding top managers. Significant mean differences were found between the entrepreneurs and nonfounding top managers on job satisfaction and all four job characteristics. Moreover, the results showed similar patterns of significant associations between the job characteristics and job satisfaction for the entrepreneurs and nonfounding top managers. Yet, the regression lines were found to be significantly different. Lastly, the results showed the following job characteristics were significant predictors of entrepreneurial job satisfaction: autonomy, variety, and feedback. [source] Measuring therapeutic attitudes in the prison environment: development of the Prison Attitude to Drugs scaleADDICTION, Issue 2 2003Nick Airey ABSTRACT Aims, To develop and test the validity of a scale measuring therapeutic attitudes among prison staff working with drug misusers. Design, A cross-sectional postal questionnaire study using 27 statements with a five-point Likert scale. Setting, Four prisons in the south-west of England Participants, A total of 252 prison staff (response rate 70%), including 67 for test,retest (response rate 57%). Findings, The study resulted in a three-dimensional, nine-item scale: the Prison Attitude to Drugs scale (PAD). The three subscales measure confidence in skills (four items), personal rewards (three items) and job satisfaction (two items). Test,retest correlations for the questions were above 0.7, with each factor having an internal coherence (coefficient alpha) of greater than 0.7. Conclusions, The PAD is a reliable tool that can be used in the prison environment. [source] The Business of Caring: Women's Self-Employment and the Marketization of CareGENDER, WORK & ORGANISATION, Issue 4 2010Nickela Anderson Our goal in this article is to contribute to a differentiated analysis of paid caring work by considering whether and how women's experiences of such work is shaped by their employment status (for example, self-employed versus employee) and the nature of care provided (direct or indirect). Self-employed care workers have not been widely studied compared with other types of care workers, such as employees providing domestic or childcare in private firms or private homes. Yet their experiences may be quite distinct. Existing research suggests that self-employed workers earn less than employees and are often excluded from employment protection. Nonetheless, they often report greater autonomy and job satisfaction in their day-to-day work. Understanding more about the experiences of self-employed caregivers is thus important for enriching existing theory, research and policy on the marketization of care. Addressing this gap, our article explores the working conditions, pay and levels of satisfaction of care workers who are self-employed. We draw on interviews from a small-scale study of Canadian women engaged in providing direct care (for example, childcare) and indirect care (for example, cleaning). [source] | ||||||||||||||||||||||