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Work Satisfaction (work + satisfaction)
Selected AbstractsThe Nursing Worklife Model: Extending and Refining a New TheoryJOURNAL OF NURSING MANAGEMENT, Issue 3 2007CCRN, MILISA MANOJLOVICH PhD Aims, We tested a modification of Leiter and Laschinger's Nursing Worklife Model by examining the impact of structural empowerment on professional work environment factors that lead to nursing job satisfaction. Background, The original model explains how five magnet hospital practice domains described by Lake (2002) interact to influence nurses' work lives by either contributing to or mitigating burnout. Methods, A non-experimental design was used. Five hundred randomly selected nurses in Michigan were surveyed (response rate 66%, n = 332). Instruments included the Conditions for Work Effectiveness Questionnaire-II, the Practice Environment Scale of the Nursing Work Index, and the Index of Work Satisfaction. Path analysis was used to test the model. Results, The final model fit the data well (,2 = 96.4, d.f. = 10, NFI: 0.90, CFI: 0.43, RMSEA: 0.18), supporting both hypotheses. Conclusions, The expanded Nursing Worklife Model demonstrates the role of empowerment in creating positive practice conditions that contribute to job satisfaction. [source] Work satisfaction of Japanese public health nurses: Assessing validity and reliability of a scaleNURSING & HEALTH SCIENCES, Issue 4 2009Mineko Yamashita rn Abstract The Index of Work Satisfaction, developed by Stamps et al., was administered to 583 nurses who had practiced public health nursing in Japan. After psychometric evaluation, three components were identified as contributing to their job satisfaction: the work environment, professional confidence, and commitment to the profession. Overall, the participants in the study were quite satisfied. The findings corroborated previous reports on Japanese nurses' job satisfaction, in that the nurses in the study were most satisfied with their relationships with peers, patients/families, and supervisors. However, they were least satisfied with having enough time for client care, having confidence, and promotion opportunities. The implications are discussed, to the effect that understanding the factors related to public health nurses' job satisfaction could help administrators to improve regulations and other issues related to the work environment. [source] Burnout and duration of service among Chinese voluntary workersASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 2 2001Chun Yiu A survey study conducted among 226 Chinese voluntary workers in Hong Kong showed that satisfaction with voluntary work, integration into the voluntary institution, and burnout syndromes contributed to volunteers' expected duration of service. Regression analyses also showed that different sets of variables predicted different spans of expected duration of service. Work satisfaction was the most salient predictor for expected duration of service from six months to ten years. Lack of personal accomplishment predicted expected duration of service for six to twelve months, whereas emotional exhaustion and depersonalization influenced volunteers' expectation to continue in the service for five to ten years. [source] Measuring job satisfaction of UK pharmacists: a pilot studyINTERNATIONAL JOURNAL OF PHARMACY PRACTICE, Issue 4 2007Professor Karen Hassell chair in social pharmacy Objective To review the UK published literature on pharmacy job satisfaction, in order to describe and assess the strengths of their methods and the findings and to validate an existing instrument to measure work satisfaction, with a sample of locum pharmacists. Method A literature review of relevant databases was used to identify UK studies exploring any aspect of job, role, career or work satisfaction. A search of the grey literature was also undertaken. A satisfaction scale, the Warr-Cook-Wall scale, previously used with general practitioners (GPs), was adapted and administered to a sample of locum pharmacists (n = 175, response rate = 75%). Validity and reliability analyses were undertaken in SPSS v13. Key findings Three articles, two reports, one thesis abstract and one conference abstract were identified through the search. The findings of the review indicate that the way in which pharmacist satisfaction has been measured to date renders it difficult to determine historical trends or make cross-sectoral comparisons. A Cronbach alpha coefficient of 0.90 was obtained for the job satisfaction scale, indicating that the job satisfaction scale is a satisfactory and reliable tool for use with this group of pharmacists. In terms of substantive findings, these suggest that locum pharmacists in general derive high levels of job satisfaction and higher levels than those reported by GPs. Conclusion Limited evidence is available regarding pharmacists' job satisfaction in the UK. The review highlights the need for a universal, multifaceted measure of satisfaction. The findings of this study suggest that the Warr-Cook-Wall satisfaction scale has very high reliability and is suitable for use with pharmacists without any further amendments. Although the study suggests relatively high satisfaction scores in this group of pharmacists, it would be instructive to determine the applicability of the job satisfaction measure and to explore the satisfaction levels of pharmacists in a wide range of roles and sectors, to determine relative levels of satisfaction. [source] Two approaches to nursing: a study of Iranian nursesINTERNATIONAL NURSING REVIEW, Issue 2 2007A. Emami rn Background:, Studying nurses' experience from a sociocultural perspective can contribute to improving knowledge and understanding in this field. Purpose:, To describe and compare three different groups of Iranian nurses' experiences of their profession. Methods:, The study was conducted in Iran and Sweden. The data were collected from semi-structured telephone interviews and analysed with latent content analysis. The participants were three groups of registered nurses (RNs) (21 persons). All RNs were born and grew up in Iran. The first group (A) were educated and had worked in Iran but were now working and living in Sweden. The second group (B) were educated and worked in Sweden. The third group (C) were educated and worked in Iran. Findings:, The nurses in Sweden worked with a patient-orientated approach while nurses in Iran worked with a task-orientated approach. Nurses in all three groups explained that they suffered from stress, had a heavy workload, were underpaid and understaffed. The findings showed that RNs working with a patient-orientated approach, experienced work satisfaction to a greater extent than RNs working with a task-orientated approach, although other aspects also influenced the nurses' situation considerably. [source] Is nurse,patient agreement of importance to cancer nurses' satisfaction with care?JOURNAL OF ADVANCED NURSING, Issue 3 2010Gunilla Mårtensson mårtensson g., carlsson m. & lampic c. (2010) Is nurse,patient agreement of importance to cancer nurses' satisfaction with care? Journal of Advanced Nursing66(3), 573,582. Abstract Aim., This paper is a report of a study of situational (nurse,patient agreement), personal and occupational factors of potential importance to oncology nurses' satisfaction with care provided and general work satisfaction. Background., Nurses have a general tendency to attribute to patients with cancer more problems and suffering than patients themselves report. However, little is known about whether dis/agreement between oncology nurses and patients with cancer concerning perceptions of patients' situation is of importance to nurses' satisfaction with their work. Methods., The study had a comparative and prospective design. Data were collected in 2005 using self-administrated questionnaires with 81 consecutively recruited nurse,patient pairs. Data were analysed with non-parametric tests (for comparison between subgroups) and with multiple regression analyses (for identifying predictors). Results., Initial nurse,patient agreement concerning patients' emotional distress, coping resources and quality of life did not appear to be important to nurses' subsequent satisfaction with the care directed at a specific patient. However, higher satisfaction with care provided as well as general work satisfaction was reported by nurses with more experience of cancer care and with a lower workload. Conclusion., To improve oncology nurses' opportunities to provide high quality cancer care, novice nurses and advanced beginners in particular should receive support and nurses' working conditions must be improved. Further research is needed to examine whether there are other aspects of the nurse,patient relationship that contribute to oncology nurses' satisfaction with the care provided to specific patients. [source] Spirituality and job satisfaction among female Jewish Israeli hospital nursesJOURNAL OF ADVANCED NURSING, Issue 2 2010Aryeh Lazar lazar a. (2010) Spirituality and job satisfaction among female Jewish Israeli hospital nurses. Journal of Advanced Nursing 66(2), 334,344. Abstract Title.,Spirituality and job satisfaction among female Jewish Israeli hospital nurses. Aim., This paper is a report of a study conducted to examine the relationship between spirituality and hospital nurses' work satisfaction and to determine the unique contributions of various specific aspects of spirituality to their work satisfaction. Background., Spirituality has been indicated as a possible contributor to nurses' job satisfaction. However, few researchers have examined the relationship between spirituality and nurses' job satisfaction. Method., During 2007, 120 female Jewish Israeli hospital nurses responded to a questionnaire including a multidimensional measure of spirituality and a measure of overall job satisfaction. Results., Correlation analysis indicated a positive relationship between life coherency aspects of spirituality and spiritual values with job satisfaction. Hierarchical regression analysis indicated the particular importance of an idealistic spiritual orientation (positive contribution) and a transcendent spiritual orientation (negative contribution) to the prediction of nurses' job satisfaction. Conclusion., The relationship between spirituality and nurses' job satisfaction is complex. Hospital managers may be able to enhance job satisfaction by providing opportunities for nurses to satisfy their spiritual needs (in particular, altruistic and ideological orientations) on the job. In addition, nurses with a strong transcendent orientation may be identified and given special attention to increase the likelihood of job satisfaction. [source] The health promotion model as assessed by ageing workersJOURNAL OF CLINICAL NURSING, Issue 2 2006Paula Naumanen PhD Aims., This study describes qualitatively ageing workers and their health promotion. It also describes quantitatively the importance of individual, workplace and occupational health promoting factors, the impact of health promotion and the contributions of the other co-partners promoting the health of ageing workers. These form the foundation for a model of health promotion. Background., Very little is known about the health promotion factors exclusively focused at ageing workers. Methods., A pretested questionnaire with structured and some open-ended questions were devised to form the basis of qualitative data and sent to 150 ageing workers, of whom 93 (62%) returned it. Qualitative data were analysed by content analysis. Statistical analyses were performed using frequencies and means. Results., Over 90% of respondents stated that health habits, individual arrangements at the workplace, a good workplace spirit, health checks, counselling and access to nursing care were important factors for health promotion. Better health (99%), work satisfaction (95%) and motivation of employees (96%) were the factors impacting on health promotion. Ageing workers stated that health and safety organization (94%) and rehabilitation institutes (93%) were the most important co-partners. Conclusions., This study confirms extremely high importance of different health promotion factors, their impact and some co-partners. Health problems, early retirement and work absenteeism are rather common in ageing workers. If we are to avoid these problems, it is important to support their work ability effectively and systematically to allow these workers to stay employed until the normal retirement age. Relevance to clinical practice., It is necessary, that management appreciate the benefits of ageing workers; they have to take a positive attitude toward these workers and participate more effectively in their health promotion. Occupational health professionals play a key role in training workers and management to undertake the required measures. [source] Changes in practice at the nurse,doctor interface.JOURNAL OF CLINICAL NURSING, Issue 1 2003Using focus groups to explore the perceptions of first level nurses working in an acute care setting Summary ,,A unique combination of factors has recently triggered a rapid change in the clinical practice of nurses in the UK. ,,This study was carried out to explore the consequences of changing practice at the nurse,doctor interface, as perceived by first level nurses working in an acute care setting in the UK. ,,Qualitative data were collected using focus group interviews and analysed thematically. ,,Findings suggest that role change to these nurses is represented by a ,shift' in the practice of technical activities from junior doctors and a corresponding delegation of nursing activity to care assistants. ,,It is suggested that the wholesale incorporation of technical interventions into the role of the nurse without an increase in the number of qualified nurses is turning nursing back to a task system of care delivery. ,,This has the potential to depersonalize patients and reduce work satisfaction for nurses. [source] Constellations and careers: toward understanding the effects of multiple developmental relationshipsJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2001Monica C. Higgins This paper examines the effects of individuals' primary and multiple developmental relationships in a longitudinal study of the careers of lawyers. By juxtaposing the effects of the primary developmental relationship with those of individuals' sets or ,constellations' of developmental relationships, the present study lends insight into if and when these two perspectives on mentoring yield different results regarding the effects of mentoring on protégé career outcomes. The findings from the present study show that while the quality of one's primary developer affects short-term career outcomes such as work satisfaction and intentions to remain with one's firm, it is the composition and quality of an individual's entire constellation of developmental relationships that account for long-run protégé career outcomes such as organizational retention and promotion. Further, results from the present study provide evidence that the constellation perspective explains greater variance with respect to protégé career outcomes than does the primary or more traditional perspective on mentoring. Implications for research on mentoring, developmental relationships, and careers are discussed. Copyright © 2001 John Wiley & Sons, Ltd. [source] On the Role of Passion for Work in Burnout: A Process ModelJOURNAL OF PERSONALITY, Issue 1 2010Robert J. Vallerand ABSTRACT The purpose of the present research was to test a model on the role of passion for work in professional burnout. This model posits that obsessive passion produces conflict between work and other life activities because the person cannot let go of the work activity. Conversely, harmonious passion is expected to prevent conflict while positively contributing to work satisfaction. Finally, conflict is expected to contribute to burnout, whereas work satisfaction should prevent its occurrence. This model was tested in 2 studies with nurses in 2 cultures. Using a cross-sectional design, Study 1 (n=97) provided support for the model with nurses from France. In Study 2 (n=258), a prospective design was used to further test the model with nurses from the Province of Quebec over a 6-month period. Results provided support for the model. Specifically, harmonious passion predicted an increase in work satisfaction and a decrease in conflict. Conversely, obsessive passion predicted an increase of conflict. In turn, work satisfaction and conflict predicted decreases and increases in burnout changes that took place over time. The results have important implications for theory and research on passion as well as burnout. [source] Quality of Life,Towards an understanding of individuals with psychopathic tendenciesPERSONALITY AND MENTAL HEALTH, Issue 3 2009Marie Väfors Fritz The objectives are to explore: (1) the association between psychopathy and self-rated quality of life; and (2) the possible role of childhood hyperactivity on the relationships between Psychopathy Checklist (PCL) scores and self-rated domains of Quality of Life (QoL). Male subjects with a history of criminality at age 11,14 years (n = 108) and matched controls (n = 59) from a Swedish longitudinal project were studied. Self-rated QoL domains of psychological health, family relationships and work satisfaction were dichotomized and used as dependent variables in calculations of odds ratios (ORs) with dichotomized PCL scores as the independent variable, as assessed at age 38,41. The results showed that for each of the three QoL domains, the proportion of individuals that reported dissatisfaction was significantly higher in both criminals and controls characterized by psychopathic tendencies (PT) compared with the groups with no psychopathic tendencies. Furthermore, the results revealed higher strata-specific risk of dissatisfaction among the PT individuals for two of the domains: psychological health (OR = 6.58) and work satisfaction (OR = 7.98). Childhood hyperactivity individuals were overrepresented in the PT group. However, hyperactivity did not confound the association between PCL and QoL. The results are discussed in the light of possible treatment implications. Copyright © 2009 John Wiley & Sons, Ltd. [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] Modalités de travail à temps plein ou partiel et son influence sur les attitudes et comportements au travail: L'effet médiateur de la violation du contrat psychologiqueCANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES, Issue 4 2006Tania Saba Résumé Pour répondre à leurs besoins de flexibilité, employeurs et employés sont plus ouverts au travail à temps partiel. Or, les études rapportent des résultats mitigés quant à son incidence sur les comportements au travail. Le concept du contrat psychologique permet d'identifier la nature de la relation d'emploi et constitue un cadre explicatif intéressant des différences de comportements entre des employés détenant divers statuts d'emploi. Notre étude, basée sur 275 employés, examine les différences d'influence du travail à temps partiel et à temps plein sur l'intention de quitter, l'engagement organisationnel, la satisfaction et la négligence au travail en notant l'effet médiateur de la perception de violation du contrat psychologique. Abstract Employers and employees are open to part-time work as a way to better respond to the need for flexibility. However, research findings comparing the work attitudes of part-time and full-time workers are inconclusive. The concept of the psychological contract makes it possible to identify the nature of the working relationship and constitutes an interesting explanatory framework for the differences in attitudes and behaviors between these two employment statuses. Our study, based on 275 employees, examines differences in influence of part-time and full-time work on the intention to leave, work satisfaction, organizational commitment, and work negligence by noting the mediator effect of the perception of violation of the psychological contract. [source] | ||||||||||||||||