Personal satisfaction relative to the work situation.
The degree to which the individual regards the health care service or product or the manner in which it is delivered by the provider as useful, effective, or beneficial.
A change or shift in personnel due to reorganization, resignation, or discharge.
An excessive stress reaction to one's occupational or professional environment. It is manifested by feelings of emotional and physical exhaustion coupled with a sense of frustration and failure.
The individual's experience of a sense of fulfillment of a need or want and the quality or state of being satisfied.
Statement of the position requirements, qualifications for the position, wage range, and any special conditions expected of the employee.
The total amount of work to be performed by an individual, a department, or other group of workers in a period of time.
Dedication or commitment shown by employees to organizations or institutions where they work.
Predetermined sets of questions used to collect data - clinical data, social status, occupational group, etc. The term is often applied to a self-completed survey instrument.
Personnel who provide nursing service to patients in a hospital.
Place or physical location of work or employment.
Physical surroundings or conditions of a hospital or other health facility and influence of these factors on patients and staff.
Personnel who provide nursing service to patients in an organized facility, institution, or agency.
Customer satisfaction or dissatisfaction with a benefit or service received.
The remuneration paid or benefits granted to an employee.
The quality or state of being independent and self-directing, especially in making decisions, enabling professionals to exercise judgment as they see fit during the performance of their jobs.
Individuals licensed to practice medicine.
Planning, organizing, and administering all activities related to personnel.
Stress wherein emotional factors predominate.
The promotion and maintenance of physical and mental health in the work environment.
Individuals responsible for various duties pertaining to the medical office routine.
Attitudes of personnel toward their patients, other professionals, toward the medical care system, etc.
The granting of a license to practice the profession of nursing.
Beliefs and values shared by all members of the organization. These shared values, which are subject to change, are reflected in the day to day management of the organization.
The upward or downward mobility in an occupation or the change from one occupation to another.
Professionals qualified by graduation from an accredited school of nursing and by passage of a national licensing examination to practice nursing. They provide services to patients requiring assistance in recovering or maintaining their physical or mental health.
The prevailing temper or spirit of an individual or group in relation to the tasks or functions which are expected.
Hospital department which is responsible for the administration of diagnostic pulmonary function tests and of procedures to restore optimum pulmonary ventilation.
The state of being engaged in an activity or service for wages or salary.
Health care workers specially trained and licensed to assist and support the work of health professionals. Often used synonymously with paramedical personnel, the term generally refers to all health care workers who perform tasks which must otherwise be performed by a physician or other health professional.
The individuals employed by the hospital.
The process by which the employer promotes staff performance and efficiency consistent with management goals and objectives.
Management activities concerned with hospital employees.
Studies in which the presence or absence of disease or other health-related variables are determined in each member of the study population or in a representative sample at one particular time. This contrasts with LONGITUDINAL STUDIES which are followed over a period of time.
A general concept referring to the organization and administration of nursing activities.
Professional medical personnel who provide care to patients in an organized facility, institution or agency.
Those physicians who have completed the education requirements specified by the American Academy of Family Physicians.
The expected function of a member of the nursing profession.
Men and women working in the provision of health services, whether as individual practitioners or employees of health institutions and programs, whether or not professionally trained, and whether or not subject to public regulation. (From A Discursive Dictionary of Health Care, 1976)
Health professionals who practice medicine as members of a team with their supervising physicians. They deliver a broad range of medical and surgical services to diverse populations in rural and urban settings. Duties may include physical exams, diagnosis and treatment of disease, interpretation of tests, assist in surgery, and prescribe medications. (from http://www.aapa.orglabout-pas accessed 2114/2011)
Coordination of nursing services by various nursing care personnel under the leadership of a professional nurse. The team may consist of a professional nurse, nurses' aides, and the practical nurse.
Reorganization of the hospital corporate structure.
Selection of a type of occupation or profession.
Research concerned with establishing costs of nursing care, examining the relationships between nursing services and quality patient care, and viewing problems of nursing service delivery within the broader context of policy analysis and delivery of health services (from a national study, presented at the 1985 Council on Graduate Education for Administration in Nursing (CGEAN) meeting).
Diseases caused by factors involved in one's employment.
The physician's inability to practice medicine with reasonable skill and safety to the patient due to the physician's disability. Common causes include alcohol and drug abuse, mental illness, physical disability, and senility.
State in which an individual perceives or experiences a sensation of unreality concerning the self or the environment; it is seen in disorders such as schizophrenia, affection disorders, organic mental disorders, and personality disorders. (APA, Thesaurus of Psychological Index Terms, 8th ed.)
Systematic gathering of data for a particular purpose from various sources, including questionnaires, interviews, observation, existing records, and electronic devices. The process is usually preliminary to statistical analysis of the data.
Physicians who are employed to work exclusively in hospital settings, primarily for managed care organizations. They are the attending or primary responsible physician for the patient during hospitalization.
Professional medical personnel approved to provide care to patients in a hospital.
The process of choosing employees for specific types of employment. The concept includes recruitment.
The reciprocal interaction of two or more professional individuals.
A set of statistical methods for analyzing the correlations among several variables in order to estimate the number of fundamental dimensions that underlie the observed data and to describe and measure those dimensions. It is used frequently in the development of scoring systems for rating scales and questionnaires.
Managerial personnel responsible for implementing policy and directing the activities of health care facilities such as nursing homes.
The state of being retired from one's position or occupation.
The levels of excellence which characterize the health service or health care provided based on accepted standards of quality.
What a person has in mind to do or bring about.
Physicians whose practice is not restricted to a specific field of MEDICINE.
Physiological or psychological effects of periods of work which may be fixed or flexible such as flexitime, work shifts, and rotating shifts.
Managerial personnel responsible for implementing policy and directing the activities of hospitals.
The planning of the furnishings and decorations of an architectural interior.
The function of directing or controlling the actions or attitudes of an individual or group with more or less willing acquiescence of the followers.
Assessment of psychological variables by the application of mathematical procedures.
Planning and control of time to improve efficiency and effectiveness.
An absence from work permitted because of illness or the number of days per year for which an employer agrees to pay employees who are sick. (Webster's New Collegiate Dictionary, 1981)
Hospital department which is responsible for the administration and provision of diagnostic and medical rehabilitation services to restore or improve the functional capacity of the patient.
Care of patients by a multidisciplinary team usually organized under the leadership of a physician; each member of the team has specific responsibilities and the whole team contributes to the care of the patient.
The state wherein the person is well adjusted.
A medical specialty concerned with the provision of continuing, comprehensive primary health care for the entire family.
Allied health personnel who assist the professional nurse in routine duties.
Health services, public or private, in rural areas. The services include the promotion of health and the delivery of health care.
Individuals who assist the dentist or the dental hygienist.
Nurses professionally qualified in administration.
The selection, appointing, and scheduling of personnel.
Statistical measures of utilization and other aspects of the provision of health care services including hospitalization and ambulatory care.
A generic concept reflecting concern with the modification and enhancement of life attributes, e.g., physical, political, moral and social environment; the overall condition of a human life.
The level of health of the individual, group, or population as subjectively assessed by the individual or by more objective measures.
General and comprehensive nursing practice directed to individuals, families, or groups as it relates to and contributes to the health of a population or community. This is not an official program of a Public Health Department.
Procedures for finding the mathematical function which best describes the relationship between a dependent variable and one or more independent variables. In linear regression (see LINEAR MODELS) the relationship is constrained to be a straight line and LEAST-SQUARES ANALYSIS is used to determine the best fit. In logistic regression (see LOGISTIC MODELS) the dependent variable is qualitative rather than continuously variable and LIKELIHOOD FUNCTIONS are used to find the best relationship. In multiple regression, the dependent variable is considered to depend on more than a single independent variable.
Support systems that provide assistance and encouragement to individuals with physical or emotional disabilities in order that they may better cope. Informal social support is usually provided by friends, relatives, or peers, while formal assistance is provided by churches, groups, etc.
The use of one's knowledge in a particular profession. It includes, in the case of the field of biomedicine, professional activities related to health care and the actual performance of the duties related to the provision of health care.
The reciprocal interaction of two or more persons.
Includes relationships between hospitals, their governing boards, and administrators in regard to physicians, whether or not the physicians are members of the medical staff or have medical staff privileges.
Senior professionals who provide guidance, direction and support to those persons desirous of improvement in academic positions, administrative positions or other career development situations.
Organizations composed of members with common interests and whose professions may be similar.
Persons trained in an accredited school or dental college and licensed by the state in which they reside to provide dental prophylaxis under the direction of a licensed dentist.
Nurses who are specially trained to assume an expanded role in providing medical care under the supervision of a physician.
A class of hospitals that includes profit or not-for-profit hospitals that are controlled by a legal entity other than a government agency. (Hospital Administration Terminology, AHA, 2d ed)
The practice of compounding and dispensing medicinal preparations.
The internal individual struggle resulting from incompatible or opposing needs, drives, or external and internal demands. In group interactions, competitive or opposing action of incompatibles: antagonistic state or action (as of divergent ideas, interests, or persons). (from Merriam-Webster's Collegiate Dictionary, 10th ed)
Professional nurses who have received postgraduate training in midwifery.
Theoretical representations and constructs that describe or explain the structure and hierarchy of relationships and interactions within or between formal organizational entities or informal social groups.
Facilities which administer the delivery of health care services to people living in a community or neighborhood.
Created 7 April 1992 as a result of the division of Yugoslavia.
The geographic area of the northwestern region of the United States. The states usually included in this region are Idaho, Montana, Oregon, Washington, and Wyoming.
The interactions between physician and patient.
A person's view of himself.
Care which provides integrated, accessible health care services by clinicians who are accountable for addressing a large majority of personal health care needs, developing a sustained partnership with patients, and practicing in the context of family and community. (JAMA 1995;273(3):192)
Activities and programs intended to assure or improve the quality of care in either a defined medical setting or a program. The concept includes the assessment or evaluation of the quality of care; identification of problems or shortcomings in the delivery of care; designing activities to overcome these deficiencies; and follow-up monitoring to ensure effectiveness of corrective steps.
Providers of initial care for patients. These PHYSICIANS refer patients when appropriate for secondary or specialist care.
Conversations with an individual or individuals held in order to obtain information about their background and other personal biographical data, their attitudes and opinions, etc. It includes school admission or job interviews.
Educational institutions providing facilities for teaching and research and authorized to grant academic degrees.
Process of applying for employment. It includes written application for employment or personal appearance.
Personality construct referring to an individual's perception of the locus of events as determined internally by his or her own behavior versus fate, luck, or external forces. (ERIC Thesaurus, 1996).
A state of harmony between internal needs and external demands and the processes used in achieving this condition. (From APA Thesaurus of Psychological Index Terms, 8th ed)
Those factors which cause an organism to behave or act in either a goal-seeking or satisfying manner. They may be influenced by physiological drives or by external stimuli.
The process by which decisions are made in an institution or other organization.
A medical specialty concerned with the diagnosis and treatment of diseases of the internal organ systems of adults.
The exchange or transmission of ideas, attitudes, or beliefs between individuals or groups.
Outside services provided to an institution under a formal financial agreement.
A system of medical care regulated, controlled and financed by the government, in which the government assumes responsibility for the health needs of the population.
Statistical models which describe the relationship between a qualitative dependent variable (that is, one which can take only certain discrete values, such as the presence or absence of a disease) and an independent variable. A common application is in epidemiology for estimating an individual's risk (probability of a disease) as a function of a given risk factor.
Facilities which provide nursing supervision and limited medical care to persons who do not require hospitalization.
Innovation and improvement of the health care system by reappraisal, amendment of services, and removal of faults and abuses in providing and distributing health services to patients. It includes a re-alignment of health services and health insurance to maximum demographic elements (the unemployed, indigent, uninsured, elderly, inner cities, rural areas) with reference to coverage, hospitalization, pricing and cost containment, insurers' and employers' costs, pre-existing medical conditions, prescribed drugs, equipment, and services.
Organized systems for providing comprehensive prepaid health care that have five basic attributes: (1) provide care in a defined geographic area; (2) provide or ensure delivery of an agreed-upon set of basic and supplemental health maintenance and treatment services; (3) provide care to a voluntarily enrolled group of persons; (4) require their enrollees to use the services of designated providers; and (5) receive reimbursement through a predetermined, fixed, periodic prepayment made by the enrollee without regard to the degree of services provided. (From Facts on File Dictionary of Health Care Management, 1988)
Hospitals located in metropolitan areas.
Medical complexes consisting of medical school, hospitals, clinics, libraries, administrative facilities, etc.
Small-scale tests of methods and procedures to be used on a larger scale if the pilot study demonstrates that these methods and procedures can work.
Country located in EUROPE. It is bordered by the NORTH SEA, BELGIUM, and GERMANY. Constituent areas are Aruba, Curacao, Sint Maarten, formerly included in the NETHERLANDS ANTILLES.
Persons trained to assist professional health personnel in communicating with residents in the community concerning needs and availability of health services.
The ability to understand and manage emotions and to use emotional knowledge to enhance thought and deal effectively with tasks. Components of emotional intelligence include empathy, self-motivation, self-awareness, self-regulation, and social skill. Emotional intelligence is a measurement of one's ability to socialize or relate to others.
The teaching staff and members of the administrative staff having academic rank in a medical school.
An occupation limited in scope to a subsection of a broader field.
Time period from 1501 through 1600 of the common era.
The capability to perform acceptably those duties directly related to patient care.
A specialty concerned with the study of anesthetics and anesthesia.
Introduction of changes which are new to the organization and are created by management.
Discomfort stemming from muscles, LIGAMENTS, tendons, and bones.
On the job training programs for personnel carried out within an institution or agency. It includes orientation programs.
Hospitals maintained by a university for the teaching of medical students, postgraduate training programs, and clinical research.
Self-directing freedom and especially moral independence. An ethical principle holds that the autonomy of persons ought to be respected. (Bioethics Thesaurus)
Statistical models in which the value of a parameter for a given value of a factor is assumed to be equal to a + bx, where a and b are constants. The models predict a linear regression.
Application of marketing principles and techniques to maximize the use of health care resources.
Any type of research that employs nonnumeric information to explore individual or group characteristics, producing findings not arrived at by statistical procedures or other quantitative means. (Qualitative Inquiry: A Dictionary of Terms Thousand Oaks, CA: Sage Publications, 1997)
Compliance with a set of standards defined by non-governmental organizations. Certification is applied for by individuals on a voluntary basis and represents a professional status when achieved, e.g., certification for a medical specialty.
Chronic absence from work or other duty.
Maleness or femaleness as a constituent element or influence contributing to the production of a result. It may be applicable to the cause or effect of a circumstance. It is used with human or animal concepts but should be differentiated from SEX CHARACTERISTICS, anatomical or physiological manifestations of sex, and from SEX DISTRIBUTION, the number of males and females in given circumstances.
Observation of a population for a sufficient number of persons over a sufficient number of years to generate incidence or mortality rates subsequent to the selection of the study group.
The use of community resources, individual case work, or group work to promote the adaptive capacities of individuals in relation to their social and economic environments. It includes social service agencies.
Long-term care facilities which provide supervision and assistance in activities of daily living with medical and nursing services when required.
Studies in which variables relating to an individual or group of individuals are assessed over a period of time.
The capability to perform the duties of one's profession generally, or to perform a particular professional task, with skill of an acceptable quality.
The educational process of instructing.
The legal relation between an entity (individual, group, corporation, or-profit, secular, government) and an object. The object may be corporeal, such as equipment, or completely a creature of law, such as a patent; it may be movable, such as an animal, or immovable, such as a building.
The development of systems to prevent accidents, injuries, and other adverse occurrences in an institutional setting. The concept includes prevention or reduction of adverse events or incidents involving employees, patients, or facilities. Examples include plans to reduce injuries from falls or plans for fire safety to promote a safe institutional environment.
Evaluation undertaken to assess the results or consequences of management and procedures used in combating disease in order to determine the efficacy, effectiveness, safety, and practicability of these interventions in individual cases or series.
Age as a constituent element or influence contributing to the production of a result. It may be applicable to the cause or the effect of a circumstance. It is used with human or animal concepts but should be differentiated from AGING, a physiological process, and TIME FACTORS which refers only to the passage of time.
Interactions between hospital staff or administrators and patients. Includes guest relations programs designed to improve the image of the hospital and attract patients.
Standardized tests designed to measure abilities, as in intelligence, aptitude, and achievement tests, or to evaluate personality traits.
Social and economic factors that characterize the individual or group within the social structure.
The auxiliary health profession which makes use of PHYSICAL THERAPY MODALITIES to prevent, correct, and alleviate movement dysfunction of anatomic or physiological origin.
A statistical technique that isolates and assesses the contributions of categorical independent variables to variation in the mean of a continuous dependent variable.
Feeling or emotion of dread, apprehension, and impending disaster but not disabling as with ANXIETY DISORDERS.
The expected function of a member of a particular profession.
Elements of limited time intervals, contributing to particular results or situations.
A self-evaluation of health status.
Educational programs designed to inform physicians of recent advances in their field.
A class of statistical methods applicable to a large set of probability distributions used to test for correlation, location, independence, etc. In most nonparametric statistical tests, the original scores or observations are replaced by another variable containing less information. An important class of nonparametric tests employs the ordinal properties of the data. Another class of tests uses information about whether an observation is above or below some fixed value such as the median, and a third class is based on the frequency of the occurrence of runs in the data. (From McGraw-Hill Dictionary of Scientific and Technical Terms, 4th ed, p1284; Corsini, Concise Encyclopedia of Psychology, 1987, p764-5)
Interactions between health personnel and patients.
Research aimed at assessing the quality and effectiveness of health care as measured by the attainment of a specified end result or outcome. Measures include parameters such as improved health, lowered morbidity or mortality, and improvement of abnormal states (such as elevated blood pressure).
Institutions with an organized medical staff which provide medical care to patients.
A method of data collection and a QUALITATIVE RESEARCH tool in which a small group of individuals are brought together and allowed to interact in a discussion of their opinions about topics, issues, or questions.
The largest country in North America, comprising 10 provinces and three territories. Its capital is Ottawa.
Abstract standards or empirical variables in social life which are believed to be important and/or desirable.
The statistical reproducibility of measurements (often in a clinical context), including the testing of instrumentation or techniques to obtain reproducible results. The concept includes reproducibility of physiological measurements, which may be used to develop rules to assess probability or prognosis, or response to a stimulus; reproducibility of occurrence of a condition; and reproducibility of experimental results.
The exposure to potentially harmful chemical, physical, or biological agents that occurs as a result of one's occupation.
A country consisting of the eastern half of the island of New Guinea and adjacent islands, including New Britain, New Ireland, the Admiralty Islands, and New Hanover in the Bismarck Archipelago; Bougainville and Buka in the northern Solomon Islands; the D'Entrecasteaux and Trobriand Islands; Woodlark (Murua) Island; and the Louisiade Archipelago. It became independent on September 16, 1975. Formerly, the southern part was the Australian Territory of Papua, and the northern part was the UN Trust Territory of New Guinea, administered by Australia. They were administratively merged in 1949 and named Papua and New Guinea, and renamed Papua New Guinea in 1971.
A country spanning from central Asia to the Pacific Ocean.
An aspect of personal behavior or lifestyle, environmental exposure, or inborn or inherited characteristic, which, on the basis of epidemiologic evidence, is known to be associated with a health-related condition considered important to prevent.

Socioeconomic inequalities in health in the working population: the contribution of working conditions. (1/1262)

BACKGROUND: The aim was to study the impact of different categories of working conditions on the association between occupational class and self-reported health in the working population. METHODS: Data were collected through a postal survey conducted in 1991 among inhabitants of 18 municipalities in the southeastern Netherlands. Data concerned 4521 working men and 2411 working women and included current occupational class (seven classes), working conditions (physical working conditions, job control, job demands, social support at work), perceived general health (very good or good versus less than good) and demographic confounders. Data were analysed with logistic regression techniques. RESULTS: For both men and women we observed a higher odds ratio for a less than good perceived general health in the lower occupational classes (adjusted for confounders). The odds of a less than good perceived general health was larger among people reporting more hazardous physical working conditions, lower job control, lower social support at work and among those in the highest category of job demands. Results were similar for men and women. Men and women in the lower occupational classes reported more hazardous physical working conditions and lower job control as compared to those in higher occupational classes. High job demands were more often reported in the higher occupational classes, while social support at work was not clearly related to occupational class. When physical working conditions and job control were added simultaneously to a model with occupational class and confounders, the odds ratios for occupational classes were reduced substantially. For men, the per cent change in the odds ratios for the occupational classes ranged between 35% and 83%, and for women between 35% and 46%. CONCLUSIONS: A substantial part of the association between occupational class and a less than good perceived general health in the working population could be attributed to a differential distribution of hazardous physical working conditions and a low job control across occupational classes. This suggests that interventions aimed at improving these working conditions might result in a reduction of socioeconomic inequalities in health in the working population.  (+info)

Views of managed care--a survey of students, residents, faculty, and deans at medical schools in the United States. (2/1262)

BACKGROUND AND METHODS: Views of managed care among academic physicians and medical students in the United States are not well known. In 1997, we conducted a telephone survey of a national sample of medical students (506 respondents), residents (494), faculty members (728), department chairs (186), directors of residency training in internal medicine and pediatrics (143), and deans (105) at U.S. medical schools to determine their experiences in and perspectives on managed care. The overall rate of response was 80.1 percent. RESULTS: Respondents rated their attitudes toward managed care on a 0-to-10 scale, with 0 defined as "as negative as possible" and 10 as "as positive as possible." The expressed attitudes toward managed care were negative, ranging from a low mean (+/-SD) score of 3.9+/-1.7 for residents to a high of 5.0+/-1.3 for deans. When asked about specific aspects of care, fee-for-service medicine was rated better than managed care in terms of access (by 80.2 percent of respondents), minimizing ethical conflicts (74.8 percent), and the quality of the doctor-patient relationship (70.6 percent). With respect to the continuity of care, 52.0 percent of respondents preferred fee-for-service medicine, and 29.3 percent preferred managed care. For care at the end of life, 49.1 percent preferred fee-for-service medicine, and 20.5 percent preferred managed care. With respect to care for patients with chronic illness, 41.8 percent preferred fee-for-service care, and 30.8 percent preferred managed care. Faculty members, residency-training directors, and department chairs responded that managed care had reduced the time they had available for research (63.1 percent agreed) and teaching (58.9 percent) and had reduced their income (55.8 percent). Overall, 46.6 percent of faculty members, 26.7 percent of residency-training directors, and 42.7 percent of department chairs reported that the message they delivered to students about managed care was negative. CONCLUSIONS: Negative views of managed care are widespread among medical students, residents, faculty members, and medical school deans.  (+info)

Investigation into the attitudes of general practitioners in Staffordshire to medical audit. (3/1262)

OBJECTIVES: To investigate the attitudes of general practitioners to medical audit, and any associations between their attitudes and their personal characteristics. DESIGN: Postal questionnaire survey. SETTING --Staffordshire, United Kingdom. SUBJECTS: 870 Staffordshire general practitioners. MAIN MEASURES: Agreement or disagreement and associations between the attitudes to 16 statements about audit and the doctors' personal or practice characteristics--namely, sex, number of years since qualification, practice list size, number of partners, and the practices' experience of audit. RESULTS: 601 Staffordshire general practitioners (69%) responded. There was most agreement with the statements that audit is time consuming (86%), that ongoing training and education is needed (71%), that there is a compulsion applied on doctors to audit (68%), and that extra resources for audit should be provided by the medical audit advisory group (65%). There was considerable disagreement (53% of general practitioners) with the statement that inverted question markgovernment policy to expect general practitioners to do audit will enhance the population's health. inverted question mark The median response by the 601 general practitioners was four positive responses out of 14 statements about audit (two of the 16 statements could not be graded positive or negative to audit). Women doctors generally had more positive attitudes towards audit, and so had those working with smaller mean list sizes, those in larger partnerships, and those in practices that had carried out audit for a longer time. CONCLUSIONS: There was a generally negative attitude to medical audit, but it was encouraging that those doctors with the most experience of audit obtained the most job satisfaction from it. IMPLICATIONS: More effort is needed to convince general practitioners of the value of audit. Without this, attempts to involve other members of the primary care team in multidisciplinary clinical audit are unlikely to be effective. Successful audits that are shown to be cost effective as well as leading to improvements in patient care should be publicised and replicated. A higher proportion of resources should be devoted to audit.  (+info)

Market-level health maintenance organization activity and physician autonomy and satisfaction. (4/1262)

Managed care is widely expected to affect physicians throughout the healthcare system. In this study, we examined the relationship between health maintenance organization (HMO) activity and the level of competition, autonomy, and satisfaction perceived by physicians who do not work for HMOs. We obtained data on physicians from the 1991 Survey of Young Physicians, which contains a nationally representative sample of physicians younger than age 45 who had 2 to 9 years of practice experience in 1991. We examined the relationships between HMO market share and perceived competition, autonomy, and satisfaction using multivariate logistic regression. The main outcome measures were perceived level of competition; several measures of physicians' freedom to undertake common tasks that might be threatened by managed care (e.g., hospitalizing patients, ordering tests and procedures); satisfaction with current practice situation; perceived ability to practice quality medicine; whether the physician would attend medical school again; and satisfaction with medicine as a career. We found that an increase of 10 percentage points in HMO market share was associated with a 28% increase in the probability that physicians will regard their practice situation as very competitive as opposed to somewhat or not competitive (P < 0.01). Examinations of the relationship between HMO market share and autonomy and satisfaction revealed few significant results. We found no evidence that increases in HMO activity adversely affect physician autonomy. Only a limited amount of evidence indicates that increases in HMO activity reduce the satisfaction of specialist physicians, and no evidence associates HMO activity with the satisfaction of generalists. Although physicians perceive HMOs as competitors, HMO activity has not had a strong negative effect on the autonomy and satisfaction of physicians.  (+info)

Effect of compensation method on the behavior of primary care physicians in managed care organizations: evidence from interviews with physicians and medical leaders in Washington State. (5/1262)

The perceived relationship between primary care physician compensation and utilization of medical services in medical groups affiliated with one or more among six managed care organizations in the state of Washington was examined. Representatives from 67 medical group practices completed a survey designed to determine the organizational arrangements and norms that influence primary care practice and to provide information on how groups translate the payments they receive from health plans into individual physician compensation. Semistructured interviews with 72 individual key informants from 31 of the 67 groups were conducted to ascertain how compensation method affects physician practice. A team of raters read the transcripts and identified key themes that emerged from the interviews. The themes generated from the key informant interviews fell into three broad categories. The first was self-selection and satisfaction. Compensation method was a key factor for physicians in deciding where to practice. Physicians' satisfaction with compensation method was high in part because they chose compensation methods that fit with their practice styles and lifestyles. Second, compensation drives production. Physician production, particularly the number of patients seen, was believed to be strongly influenced by compensation method, whereas utilization of ancillary services, patient outcomes, and satisfaction are seen as much less likely to be influenced. The third theme involved future changes in compensation methods. Medical leaders, administrators, and primary care physicians in several groups indicated that they expected changes in the current compensation methods in the near future in the direction of incentive-based methods. The responses revealed in interviews with physicians and administrative leaders underscored the critical role compensation arrangements play in driving physician satisfaction and behavior.  (+info)

Perceived financial incentives, HMO market penetration, and physicians' practice styles and satisfaction. (6/1262)

OBJECTIVE: To estimate the effects of physicians' personal financial incentives and other measures of involvement with HMOs on three measures of satisfaction and practice style: overall practice satisfaction, the extent to which prior expectations about professional autonomy and the ability to practice good-quality medicine are met, and several specific measures of practice style. DATA SOURCES: A telephone survey conducted in 1997 of 1,549 physicians who were located in the 75 largest Metropolitan Statistical Areas in 1991. Eligible physicians were under age 52, had between 8 and 17 years of post-residency practice experience, and spent at least 20 hours per week in patient care. The response rate was 74 percent. STUDY DESIGN: Multivariate binomial and multinomial ordered logistic regression models were estimated. Independent variables included physicians' self-reported financial incentives, measured by the extent to which their overall financial arrangements created an incentive to either reduce or increase services to patients, the level of HMO penetration in the market, employment setting, medical specialty, exposure to managed care while in medical training, and selected personal characteristics. PRINCIPAL FINDINGS: About 15 percent of survey respondents reported a moderate or strong incentive to reduce services; 70 percent reported a neutral incentive; and 15 percent reported an incentive to increase services. Compared to physicians with a neutral incentive, physicians with an incentive to reduce services were from 1.5 to 3.5 times more likely to be very dissatisfied with their practices and were 0.2 to 0.5 times as likely to report that their expectations regarding professional autonomy and ability to practice good-quality medicine were met. They were also 0.2 to 0.6 times as likely to report having the freedom to care for patients the way they would like along several specific measures of practice style, such as sufficient time with patients, ability to hospitalize, ability to order tests and procedures, and ability to make referrals. These effects were generally reinforced by practicing in an area with a high level of HMO penetration and were offset to some extent by having had exposure to HMOs and the practice of cost-effective medicine while in medical training. CONCLUSIONS: Although financial incentives to reduce services are not widespread, there is a legitimate reason to be concerned about possible adverse affects on the quality of care. More research is needed to investigate directly whether changes in patients' health are affected by their physicians' financial incentives.  (+info)

Predictors and consequences of unemployment in construction and forest work during a 5-year follow-up. (7/1262)

OBJECTIVES: The study investigated whether indicators of health, work conditions, or life-style predict subsequent unemployment and also the unemployment consequences related to health or life-style. METHODS: A questionnaire was administered to 781 male construction and 877 male forest workers (aged 20-49 years and working at the beginning of the study) in 1989 and 1994. Employment status during follow-up was ranked into the following 4 categories according to the employment status and unemployment time: continuously employed, re-employed, short-term (< or = 24 months) unemployed and long-term (> or =24 months) unemployed. RESULTS: The following base-line factors were associated with long-term unemployment during follow-up among the construction workers: age >40 years, poor subjective health, smoking, frequent heavy use of alcohol, low job satisfaction, marital status (single), and unemployment during the year preceding the initial survey. Among the forest workers, age >40 years, frequent stress symptoms, and preceding unemployment entered the model. In addition smoking predicted unemployment among the forest workers with no preceding unemployment. The proportion of regular smokers decreased among the long-term unemployed. Physical exercise was more frequent at the time of follow-up than it was initially, particularly among the unemployed. Stress symptoms increased among the construction workers, but musculoskeletal symptoms decreased significantly among the long-term unemployed. Among the forest workers stress symptoms decreased among the continuously employed and re-employed persons, but musculoskeletal symptoms decreased significantly for them all. CONCLUSIONS: Unemployment among construction workers is to some extent dependent on life-style, health, and job satisfaction in addition to age, marital status, and unemployment history. For forest workers, unemployment is less determined by individual factors. Changes in distress and musculoskeletal symptoms are dependent on employment, particularly among construction workers.  (+info)

Sources and implications of dissatisfaction among new GPs in the inner-city. (8/1262)

OBJECTIVES: We aimed to examine the factors that were most stressful for new principals in inner-city general practice. In addition, given the concerns about retention of new principals, to ascertain whether high perceived stress translated into regret that they had joined their practice and factors that might protect from regret. METHODS: A questionnaire survey, within an inner-city Health Authority. The subjects were 101 GPs appointed as principals between 1992 and 1995. RESULTS: Eighty-three out of 101 GPs replied. The greatest sources of stress were, in order, patient expectations, fear of complaint, out-of-hours stress and fear of violence. Although these stresses were scored highly, 61% expressed no regret at having joined their practice with just 4% reporting considerable regret. Stress within the partnership and stress arising from patient expectations accounted for 23% of the variation in regret. Holders of the MRCGP were significantly protected against regret; there was no evidence that other factors such as medical positions outside the practice, membership of a young principals support group, fundholding status or training practices offered significant protection against regret. CONCLUSION: Despite reported difficulties in recruiting new young principals to the inner-city-and despite their reported high levels of stress-few have regrets about their decision to join their practice. For those who did regret joining their practice, the three principal associations were partnership stress, patient expectations and not possessing the MRCGP. Each of these factors may be amenable to intervention by policies geared to improve GP retention.  (+info)

There has been a great increase in number of studies on job satisfaction in recents years. In addition, more attention has been given to the term positivity in organizational studies. The main goal of the current study was to examine if factors of positive psychology such as praise, attitude towards the workplace, work spirit, trust in supervisor, diversity in daily tasks, stress, and workload had an impact on job satisfaction. Staff turnover is a big problem today, and those individuals with low job satisfaction are more likely to resign from their job. Thus, more research on job satisfaction and possible influencing factors are needed ...
The findings showed that mental health was most affected by ones feelings about their jobs.. We found that there is a cumulative effect of job satisfaction on health that appears as early as your 40s, said lead author Jonathan Dirlam, doctoral student at The Ohio State University, in the US.. People who were less happy with their work early in their careers were more depressed and worried and also had more trouble sleeping.. The research revealed that those with low job satisfaction and downward trending careers had more problems like back pain and frequent colds compared to the ones with high satisfaction group.. The higher levels of mental health problems for those with low job satisfaction may be a precursor to future physical problems, added Hui Zheng, Associate Professor at Ohio State.. Increased anxiety and depression could lead to heart diseases or other health problems that wont show up until they are older, Zheng said.. On the other hand, people whose job satisfaction started ...
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Downloadable! Recently there is a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labor market behavior such as productivity, quits and absenteeism. Recent work examined job satisfaction in relation to various factors. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. We use a unique data of 28 240 British employees Workplace Employee Relations Survey (WERS97). Our data set is larger and more recent than in the previous studies. The four measures of job satisfaction considered are satisfaction with influence over job, satisfaction with amount of pay, satisfaction with sense of achievement and satisfaction with respect from supervisors. Although the job satisfaction measures we use are somewhat different than those that are previously used in the literature, a number of results that are commonly obtained with international data are found to hold in our data set as well.
It is clear from previous research that job satisfaction and employee engagement are critical to organizational success. However, the literature on the relationship of job satisfaction to employee engagement in human resources staff (HR staff) very limited. Therefore, the objective of this study was to establish the relationship of job satisfaction and employee engagement and to identify a model of job satisfaction and employee engagement among HR staff in private higher education institutions (PHEIs) in Thailand. A questionnaire was developed from a literature review and was administered to a sample of 220 HR staff. The responses were analyzed through confirmatory factor analysis. This study revealed that there is positive relationship between job satisfaction and employee engagement with a statistically significant direct effect. The findings of this research will be helpful in encouraging further activities to improve the job satisfaction and employee engagement of HR staff in PHEIs. It is ...
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Empirical studies have shown that employee turnover rates in call centers positions are significantly greater than most other job positions. This quantitative study examined the relationship of call center employees job satisfaction and job characteristics using Hackman and Oldhams Job Characteristics Model as the primary theoretical framework. Specifically, the study looked at the components of the Motivating Potential Score, including three psychological states and five job characteristics, in relation to job satisfaction. This study surveyed call center employees within a large payroll and human resources services company in New York State. The results of the study demonstrated that there was a strong positive correlation between job satisfaction and the Motivating Potential Score. In addition, the study showed that of the three psychological states, experienced meaningfulness and knowledge of results almost equally had the strongest relation to perceived job satisfaction. Feedback was shown to
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. 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. 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
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WR) 304. The Fourth Aim: A Toolkit for Medical Educators to Develop Resilience, Maintain Professional Satisfaction, and Restore Joy to Teaching and Medical Practice. Research on burnout in medicine has revealed an epidemic. Higher prevalence (40 to 80%) is noted among medical residents and fellows compared to medical students, physicians, or college graduates of similar age. Among internists, burnout approaches 60%. High rates of burnout also apply to medical educators, which is especially troubling given that we serve two constituencies: patients and learners. There is potential for triple damage: to ourselves, our patients, and our learners. This erosion of professional satisfaction in a profession charged with healing is troubling. It forces us to ask a difficult question; How can we effectively enhance a sense of self-worth and physical integrity in the people we serve, if we ourselves have become seriously deficient (even impaired) in these areas? The Triple Aim, developed by the Institute ...
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Since middle schools vary in their degree of implementation of middle school practices, this research was designed to compare the job satisfaction of middle school teachers with the degree of implementation of these practices. Six teachers from each of Colorados 50 schools with the name middle school were randomly selected to serve as subjects of the study. The original and one followup mailing yielded 252 responses (a 74 percent return) to the Purdue Teacher Opinionaire and the Middle School Practices Index. In addition to teacher satisfaction and the degree of implementation of middle school practices, the size of the student body and a number of teacher demographic variables were also considered. Analysis of variance and correlations were used to analyze the data. The findings indicate that overall job satisfaction of middle school faculty does not vary significantly in low, medium, or high implementation schools. In high as compared to low implementation schools,
This study has investigated the problems experienced by female educators in relation with their job satisfaction by focussing on: The nature of job satisfaction; The problems and factors which cause job satisfaction/job dissatisfaction among female educators; To achieve these goals a literature study and an empirical study has been conducted. The literature study was undertaken by consulting primary and secondary sources. After the nature of job satisfaction and the problems causing satisfaction or dissatisfaction were established and discussed, a questionnaire was drafted. From a review of the literature, it appeared that the problems experienced by the female educators were intrinsic problems, within the classroom, outside the classroom, and within the community. A study population was used in which female educators who worked in secondary schools in the Potchefstroom District were involved. The empirical investigation indicated that the major problems experienced by the female educators were ...
The role of frontline staff (FLS) is vital to the success of health delivery organizations as they are often the main point of patient contact and the primary source of feedback regarding the patient experience and satisfaction. Anecdotal evidence suggests that FLS have among the highest turnover rates in health delivery organizations, resulting in high recruitment and training costs as well as disruptions in day-to-day operations. However, few studies have examined the role of FLS and the factors affecting job satisfaction among FLS. Researchers have also not examined the impact of FLS satisfaction on patient satisfaction. To address these research gaps, this study examines the level of job satisfaction among FLS, the factors affecting FLS job satisfaction, and if there is a relationship between FLS job satisfaction and patient satisfaction. The study focuses on community health centers (CHCs) as they play a critical role as a safety net provider providing services to millions of individuals in
Worker job satisfaction has been linked to salient measures of performance such as productivity, absenteeism, and workforce turnover. As such it is a construct that economists care about. Ive recently reviewed research on the determinants of job satisfaction in order to prepare for a study on pay-for-performance reforms in the health sector [1]. And Ive found a few surprises…. First and foremost I am surprised by how job satisfaction is measured in much of the economic literature. Usually an economic survey will ask a single question to the worker, something very much like:. How satisfied are you with your job?. And the response is typically recorded as a 5-level Likert item [2] from 1 (not at all satisfied) to 5 (fully satisfied).. Such a simple open-ended question can be subject to various interpretations. After all there are various dimensions to a job. What if a worker is satisfied with some job aspects but not others? And what if different workers place differing levels of importance ...
Healthcare professionals, as their patients, are clients of the healthcare system, in that their work requires the infrastructure, supervision, equipment, and physical setting to operate efficiently and cultivate a sustainable basic healthcare [1]. How well they respond to patients needs depends on various financial, professional, political, social, and personal factors [2]. In many countries, healthcare professionals are operating under serious policy, financial, organizational, and managerial constraints, with productivity, morale, and effectiveness suffering as a result. Principles for improving the values and skills of healthcare professionals were laudable but genuinely translating these into practice remained controversial. The recent World Health Organization global strategy on human resources for health: workforce 2030 has among its major principles to uphold the personal, employment and professional rights of all healthcare workers, including safe and decent working environments and ...
We found that shifts of 12 h or more for hospital nurses are associated with more reports of burnout, job dissatisfaction, dissatisfaction with work schedule flexibility and intention to leave. Additionally, all shifts longer than 8 h appeared to be detrimental to nurses job satisfaction. Our study indicates that working overtime on a shift is associated with poor nurse outcomes independent of the total hours worked on that shift.. We found an association between shifts of 12 h or more and all three subscales of burnout: this finding is in line with previous studies.16 ,20 Nurses may prefer working only three shifts of 12 h per week,16 however it appears to be at the expense of their psychological well-being. Employers should be aware of the multiple consequences of burnout, including higher risks of medical error, decreased quality of care,3 reduced well-being, and economic loss through increased absenteeism and higher turnover rates.32. Current literature tends to report that 12 h shifts ...
Petrleum-Gas University f Pliesti BULLETIN Vl. LXII N. 2/ Ecnmic Sciences Series Impact f Human Resurces Practices n Jb Satisfactin: Evidence frm Manufacturing Firms in Bangladesh Mir Mhammed
Employees Place value on Compensation and Benefits (Alexandria, Va., June 24, 2007) - Nearly eight out of 10 employees reported overall satisfaction with their current positions, according to the 2007 Job Satisfaction Survey Report released today by the Society for Human Resource Management (SHRM). Compensation/pay, benefits, job security, flexibility to balance work/life issues and communication between employees and senior management were the top five contributors to job satisfaction, according to employees. The top five employee aspects mirror last years findings; the main difference was that communication between employees and senior management replaced feeling safe in the work environment as the fifth important aspect.. For the past four years, benefits and compensation/pay have both been rated by employees as the top two aspects most important to their job satisfaction. In 2007, 59% of employees each reported that benefits and compensation/pay were very important to their job ...
National and international studies in recent years have revealed that a significant number of physicians working in the field of patient care are not satisfied with their job and the associated working conditions [1-3]. A survey conducted in the US, for example, demonstrated this dissatisfaction in revealing that up to 40% of the physicians practicing in hospitals would not take up this profession again. Even a higher portion of the questioned physicians stated that they prevented their children from becoming a physician [4]. The workload of physicians proves to be one of the causes for the situation described. This fact is shown by different North American and European studies [5-10]. Also, the working conditions of clinicians in Germany have changed significantly in recent years. The number of patients in German hospitals has increased from approximately 14 million in 1990 to approximately 17 million in 2004. During the same period, however, the average length of stay has fallen from 14.7 days ...
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As the new generation of physicians are entering in medical profession & practices, the demand for employment opportunities is growing at a fast pace. Even hospitals and other medical facilities are also coming up with exciting employment options for physician jobs in order to achieve growth targets and reputational objectives. Below are factors that influence employers from the medical industry to change long established trends. > Freedom to change practice preferences: Young physicians have envisioned their success through opportunities in their medical career. The physicians seem to be avoiding private practice adaptability because of its uncertain future. Demographic and job advantages: Many new physicians prefer to work in different locations after a certain period, it gives them the opportunity to travel and explore different places of their interest. The prime advantage of this trending in physician jobs is to have a perfect balance between work and life. As a result, enjoying life ...
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In this mixed-methods study, we investigated whether a national government-implemented PBF scheme improved three HRH outcomes in Zambia: motivation, job satisfaction, and attrition. Our econometric estimates suggest that PBF led to increased job satisfaction for a small number of constructs and decreased attrition of administrative staff and nurses, but PBF did not lead to marked effects on motivation. We also found support for overall job satisfaction and compensation, with both PBF and enhanced financing experiencing a more positive effect compared to pure control. However, the gains were slightly lower for the PBF than for the C1 group. For attrition, we observed lower turnover for administrators in the PBF group compared to either of the control groups. Incentive schemes may not have the same effect on HRH outcomes in another national context, which differ on labor market conditions including changes in staff salaries, retirement age, transfers within and across districts, and education ...
Half of U.S. physicians are experiencing some of the symptoms of burnout, with even higher rates for general internists. Implementation of the electronic health record (EHR) has been cited as the biggest driver of physician job dissatisfaction, Christine Sinsky, MD, a former hospitalist and currently vice president of professional satisfaction at the American Medical Association (AMA), told attendees at the 19th Management of the Hospitalized Patient Conference, presented by the University of California-San Francisco.1. Dr. Sinsky deemed physician discontent the canary in the coal mine for a dysfunctional healthcare system. After visiting 23 high-functioning medical teams, Dr. Sinsky said she had found that 70% to 80% of physician work output could be considered waste, defined as work that doesnt need to be done and doesnt add value to the patient. The AMA, she said, has made a commitment to addressing physicians dissatisfaction and burnout. Dr. Sinsky offered a number of suggestions for ...
Downloadable! This paper investigates the determinants of job satisfaction using data from the National Educational Longitudinal Study. The determinants of interest include actual pay, relative pay, hours of work, job autonomy and several personal characteristics. We also investigate the determinants of satisfaction with pay conditional on a workers satisfaction with other domains of job satisfaction, such as satisfaction with job security. We find that relative pay is statistically significant but that its effect on satisfaction with pay is relatively small. Job autonomy has a powerful influence on satisfaction with pay. So too does being black.
Free Online Library: Psychological capital, work satisfaction and health self-perception as predictors of psychological wellbeing in military personnel. by Psicothema; Psychology and mental health Employers Investigacion psicologica Job satisfaction Military life Personal militar Investigacion cientifica Salud y seguridad en el empleo Satisfaccion en el trabajo Soldiers
The results indicate that CA students choice is driven mainly by job security, job satisfaction, aptitude for accounting and potential future earnings. Although a high percentage of non‐CA students have considered becoming a CA (61.6 per cent), they cite job satisfaction as one of the key reasons why they decided against a CA qualification. The two groups clearly have different views on job satisfaction. Another important reason the non‐CA group mentioned against CA studies, was the strenuous nature of this field, including the technical difficulty of the subjects and the lengthy period of study required. Significant differences between the CA and non‐CA group were evident when the means of the ratings of career choice factors were compared. All mean scores, for each of the 12 career choice factors, were higher for CA stream students, compared with the non‐CA stream students. A possible reason is that CA students are more career oriented than their non‐CA student counterparts.. ...
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 analysi
- The purpose of this paper is to study how graduates jobs may be determined by their educational performances and social background. In particular, the authors investigate job-education mismatch and job satisfaction to evaluate whether time spent and effort exerted during university studies were compensated with a good job. , - Data on the occupational status of the graduates 36 months after graduation, collected by the Padua University on its graduates, are analysed by means of univariate and multivariate methodologies. In particular, the pathways from graduates social capital to job satisfaction are investigated through a structural equation modelling approach. , - The authors find that a minority of graduates can be considered as overeducated when considering the requirements of the labour market, but many graduates state that any degree would suffice for their job. Multivariate analyses show that graduates job quality is related to their university choice and outcome, high school choice and
Create a job satisfaction survey today and start learning from your employees. Do they feel their work is meaningful and their objectives clear? What motivates them to do their best work? What are they passionate about? Our job satisfaction surveys can help you make a meaningful connection between your employees and your business goals. Get started now.
Background: Team-based care is essential for delivering high-quality, comprehensive, and coordinated care. Despite considerable research about the effects of team-based care on patient outcomes, few studies have examined how team dynamics relate to provider outcomes. Purpose: The aim of this study was to examine relationships among team dynamics, primary care provider (PCP) clinical work satisfaction, and patient care coordination between PCPs in 18 Harvard-affiliated primary care practices participating in Harvards Academic Innovations Collaborative.
By Kellie Lunney. May 5, 2014. A Senate panel on Tuesday will explore the impact budget cuts and furloughs have had on the federal workforce, as well as what some agencies are doing to keep employees happy.. The hearing, scheduled during Public Service Recognition Week, also will examine the much-talked about annual Federal Employee Viewpoint Survey which measures the job satisfaction of the federal workforce. The Office of Personnel Management has started emailing the 2014 federal workforce survey to employees across government, soliciting feedback on compensation, morale and job satisfaction.. Federal workers have until early June to complete the questionnaire. Some results will be available in late August, with full results announced in the fall.. Its been a rough few years for federal workers, who have had to contend with sequestration, a 16-day government shutdown, and numerous legislative efforts to reduce their compensation -- not to mention high-profile controversies at agencies such as ...
Job Apply for Physician(Job ID PI 920732) by DOCTORS DOOR in Thiruvananthapuram,Kerala - Find Jobs for Physician with 1 of experience,Physician at Thiruvananthapuram,Kerala.
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Selene Tunes was born in Milan in February 1983. Strongly connected to Made in Italy, creative project research method is sensitive, encompassing both aesthetics and functionality, pursuing a dynamic attitude of continual movement as a source of inspiration and design. After completing a five-year Bachelor Degree in Product Design at the Polytechnic of Milan, stimulating collaborations were undertaken with ADELE-C, FLOS and HI-FUN on furnishing elements, technological accessories and fashion. Important work experience in Holland in the MARCEL WANDERS studio where she nurtured her personal passion for poetic and magical designing, discovering the strength and professional satisfaction of working in a dynamic and international design team following projects for Alessi, Baccarat, B&B and KLM. In the MARCELLO ZILIANI studio she collaborated on the creation of balanced and functional products, involved in projects for Casprini, Fontana Arte, Opinion Ciatti, Fantini, Domitalia. Selected in 2013 at the ...
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The purpose of the present study was to investigate the relationship of job satisfaction, job stress and mental health on government and non-government employees. It was believed that there will have a significant difference between government and non-government employees in case of various job related factors. These factors affect job performance of employees. In this context it was important to know how job satisfaction, job stress and mental health differ in terms of types of jobs. Subjects in the study were 100 employees, 50 government and 50 non-government employees. Job Satisfaction Scale, Occupational Stress Index and General Health Questionnaire were used as data collection tools. Data were analyzed by using means, Pearson Product Moment Correlation and ANOVA test. The study found that there is a significant positive correlation between job stress and types of job (r = .282, P | .01). Significant job stress was found in case of non-government employees, because, they feel less job security and
Results 320 responses were received. Median (interquartile range) composite scores for emotional exhaustion were 25 (16-35), depersonalization 7 (4-12), and personal accomplishment 39 (35-44). 164/293 respondents (56%) met established criteria for burnout. There was no significant relationship between training background, practice setting, call frequency, or presence of a senior partner on burnout prevalence. Multiple logistic regression analysis showed that feeling underappreciated by hospital leadership (OR=3.71; p,0.001) and covering more than one hospital on call (OR=1.96; p=0.01) were strongly associated with burnout. Receiving additional compensation for a call was independently protective against burnout (OR= 0.70; p=0.005). ...
PATEL, CJ; BEEKHAN, A; PARUK, Z and RAMGOON, S. Work-family conflict, job satisfaction and spousal support: An exploratory study of nurses experience. Curationis [online]. 2008, vol.31, n.1, pp.38-44. ISSN 2223-6279.. 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 ...
A model linking cognitions to emotional competence is presented and tested. The model is based on the four domains of Emotional Intelligence (Goleman, 2002) and on the theoretical framework of Rational-Emotive-Behavior Therapy (Ellis, 1962, 1994). In this respect, we expect irrational beliefs to be negatively associated with both emotional competence and job satisfaction. Furthermore, we expect emotional competence to be positively associated with job satisfaction. Additionally, it is proposed that irrational beliefs mediate emotional competences influence on job satisfaction. We test our hypotheses using data from two different studies. Study 1 collected data from 113 respondents that answered an experimental questionnaire study using organizational scenarios. Study 2 collected data through a questionnaire using the Emotional Competence Inventory (ECI 2.0) as direct measure of emotional intelligence and competencies and an irrationality scale (Försterling & Bühner, 2003) as a measure for ...
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Background Health care professionals, including physicians, are at high risk of encountering workplace violence. At the same time physician turnover is an increasing problem that threatens the...
Motivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened decision space that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover. Therefore, it is worth strengthening human resource management skills at district level and supporting district health managers to implement retention strategies.. ...
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Abstract:. Purpose: To explore if the factors (gender, age, social status and income) affect the job satisfaction of pharmacy career in Saudi Arabia. Methods: This is a 4-month cross sectional survey regarding the impact of stress factors on job satisfaction of a pharmacist in Saudi Arabia. The survey questionnaire consisted of 35 questions divided into two parts: first part collected demographic information and the second part consisted on various sections. Section one collected information about stress factors in pharmacy job. Section two collected information about service units of the pharmacy job. Section three collected information about communication and relationship factors of a pharmacy job. Factors affected the Pharmacy practice, stress-related job and communication and relationships sections of pharmacist job satisfactions including gender, age, social status, academic qualifications and income. The questionnaire was prepared in an electronic format and the data were analyzed through ...
Duration: 52 min. For rural health organizations, retention of key staff can be a particular challenge that has a direct impact on quality and outcomes. This webinar reviews the costs and implications of staff turnover, highlighting the importance of investing in staff satisfaction. The presentation also explores various methods for gathering employee feedback, what to consider when administering a staff satisfaction assessment or survey, and how to respond to satisfaction survey results for improved retention.. Speaker. Kathy Johnson, Dynamic Advantage LLC. ...
Andrews, F. M., & Withey, S. B. (1976). Social indicators of well-being Americas perception of life quality.New York: Plenum Press. Armstrong, M. (2006). A Handbook of Human resource Management Practice, Tenth Edition, Kogan Page Publishing, London, , p. 264 Aziri, B. (2011). Job Satisfaction: A Literature Review. Management & Research Practice Vol-3 Issue 4 pp. 77-86 Cheng, B., Kan, M., Levanon, G. & Ray, R. (2015) Job Satisfaction: 2015 Edition: A lot More Jobs - A little more satisfaction Davis, K. and Nestrom, J.W. (1985). Human Behavior at work: Organizational Behavior, 7 edition,McGraw Hill, New York, p.109 Diener, E., Emmons, R. A., Larsen, R. J., & Griffin, S. (1985). The Satisfaction with Life Scale. Journal of Personality Assessment, 49, 71-75. Graen, G. Instrumentality. theory of work motivation: Some experimental results and suggested modifications. Journal of Applied Psychology Monograph, 1969, ...
Identification as an organizational anchor: How identification and job satisfaction combine to predict turnover intention. Georgina Randsley De Moura; Dominic Abrams; Carina Retter; Sigridur Gunnarsdottir; Kaori Ando. The article examines the role of organizational identification and job satisfaction in relation to turnover intentions in seven organizations. Two models are proposed in which either job satisfaction or organizational identification was treated as a mediator of the other's relationship with turnover intention. The organizations varied in terms of culture (Japan vs. UK), and institutional domain (academic, business, health, mail, legal). Within each organization, and meta-analytically combined across the seven samples (N=1392), organizational identification, mediated the relationship between job satisfaction and turnover intention more than job satisfaction mediated the relationship between organizational identification, and turnover intention. Organizational identification ...
Leaders Behavior in Association With Job Satisfaction and Organizational Commitment: 10.4018/978-1-5225-3917-9.ch032: The achievement of organizational objectives depends on the leadership and leaders behavior. The study was conducted to examine the relationship between the
Indonesian police institution, especially the traffic police is one of charges countries of maintaining security and public order, enforce the law, as well as providing protection, guidance, and service to the community in order to maintaining security in the country. In carrying out their duty properly in order to achieve, it requires a high job satisfaction of the traffic police. Then, to see how high their job satisfaction, their also required a high work engagement. The aim of this study is to know the effects of job satisfaction (as an independent variable) and work engagement (as a dependent variable) at traffic police in Bogor. The participants of this study are 152 traffic police in Bogor. This study is using linear regression for the statisctic measurement. The result shows positive and significant effect from job satisfaction and work engagement (r² = 0,157). It reratas describe that a higher job satisfaction can make a higher work engagement too, that showed by the traffic police in ...
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"Homeland Security employees rank last in job satisfaction survey". ABC Inc., WLS-TV Chicago. February 8, 2007. Archived from ... the Office of Personnel Management conducted a survey of federal employees in all 36 federal agencies on job satisfaction and ... recognition for doing a good job, lack of satisfaction with various component policies and procedures and lack of information ...
... including job satisfaction, organizational commitment, job involvement and emotional labor. Job satisfaction reflects the ... Job involvement is the extent to which an individual identifies with their job and considers it a material component of their ... Balzer, W. K. & Gillespie, J. Z. (2007). Job satisfaction. In Rogelberg, S. G. (Ed.). Encyclopedia of industrial and ... One way of characterizing it is to term it an imbalance between job demands (aspects of the job that require mental or physical ...
Job Satisfaction; surveys of the C-Suite's top priorities for the year ahead; trends in CEO succession and boardroom diversity ... "Online job ads index rises in August". Retrieved 2020-09-22. Weber, Lauren (2019-08-29). "Younger ...
Job Satisfaction • Related Public Policy J29 Other J3 Wages, Compensation, and Labor Costs J30 General J31 Wage Level and ... and Job Search J65 Unemployment Insurance • Severance Pay • Plant Closings J68 Public Policy J69 Other J7 Labor Discrimination ... Immigrant Workers J62 Job, Occupational, and Intergenerational Mobility J63 Turnover • Vacancies • Layoffs J64 Unemployment: ...
Job satisfaction is also related to negative health outcomes.[120][121] A literature review[122] and meta-analysis[123] of high ... Karasek, R.A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative ... Karasek, R.A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative ... Job demands-resources model[edit]. An alternative model, the job demands-resources (JD-R) model,[63] grew out of the DCS model ...
"Job Satisfaction Survey". The Press Enterprise. Retrieved 31 August 2016. "LINE Report". Career Cast. Retrieved 31 August 2016 ... Among its products are the annual Employee Benefits Survey and Employee Job Satisfaction and Engagement Survey and the monthly ... According to the report, 20% of employees left their jobs between 2014 and 2019 because of toxic workplace cultures. Partly to ... "US workers have lost trillions from job losses, pay cuts". HR Dive. Retrieved 2020-06-11. "Toxic cultures have cost US ...
... job satisfaction] (in Danish). "Sygehusvæsnet" [The hospital system] (in Danish). "Forældre og unge" [Parents and young people ...
These include higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational ... Employee motivation Industrial and organizational psychology Induction programme Job Shadowing Job performance Job satisfaction ... Not only does role clarity imply greater productivity, but it has also been linked to both job satisfaction and organizational ... Research has consistently shown that doing so produces valuable outcomes such as high job satisfaction (the extent to which one ...
... autonomy is known to generally increase job satisfaction. Autonomy is a term that is also widely used in the field of medicine ...
Korkki, Phyllis (September 11, 2010). "Job Satisfaction vs. a Big Paycheck". The New York Times. Retrieved October 25, 2012. " ... Lore, Nicholas, The Pathfinder, How to Choose or Change Your Career for a Lifetime of Satisfaction and Success. p. 4, Simon & ... on extrinsic rewards such as high salary and prestige and unnecessarily sacrifice intrinsic values such as job satisfaction. He ... Lore, Nicholas (1998). The Pathfinder: How to Choose or Change Your Career for a Lifetime of Satisfaction and Success. ...
Wilks, J (1995). "Job satisfaction in Queensland scuba instructors". South Pacific Underwater Medicine Society Journal. 25 (1 ... In 1995, a study conducted on Queensland, Australia diving instructors showed that positive job satisfaction correlated with ... rather than on site and on the job. Environmental conditions for training should include exercises in conditions as close as ... intention to remain in the dive industry and still active in their present job for the next 12 months. The same study also ...
An appropriate level of training and development helps to improve employee's job satisfaction.[8] ... This happens as job losses in uncompetitive industries outstrip job opportunities in new industries. ... also called job boards. Employers and job seekers also often find each other via professional recruitment consultants which ... a b c Yurendra Basnett and Ritwika Sen, What do empirical studies say about economic growth and job creation in developing ...
"Factors affecting job satisfaction and their correlation with educational standards among dental assistants". Industrial Health ... Gorter RC, Freeman R (February 2011). "Burnout and engagement in relation with job demands and resources among dental staff in ... while those who have been trained on the job or have graduated from non-accredited programs are eligible to take the national ... Dental Radiography and are required to operate dental radiography apparatus as part of their job role, must hold a current ...
... including job satisfaction, organizational commitment, and intent to quit. Among which, job satisfaction is the attitude most ... "Person-environment fit and job satisfaction". In Cranny, C. J.; Smith, P. C.; Stone, E. F. (eds.). Job satisfaction. New York: ... doi:10.1016/0030-5073(69)90013-0. Locke, Edwin A. (1976). "The nature and causes of job satisfaction". In Dunnette, M. (ed.). ... Person-job fit, or P-J fit, refers to the compatibility between a person's characteristics and those of a specific job. The ...
These include job satisfaction, career satisfaction, work-life balance, a sense of personal achievement, and attaining work ... Job satisfaction Employment Profession Portfolio career career. 2012. Retrieved 2019-03-03: "an ... In reality, the scarcity of jobs and strong competition for desirable jobs severely skews the decision-making process. In many ... doi:10.1002/job.300. Sullivan, S (1999). "The changing nature of careers: a review and research agenda". Journal of Management ...
Salary, interest in work, and fulfillment in job are important predictors of job satisfaction. In a Polish study, job burnout ... Gupta N (2013). "Predictors of job satisfaction among physiotherapy professionals". Indian Journal of Physiotherapy and ... Physical therapy-related jobs in North America have shown rapid growth in recent years, but employment rates and average wages ... Job duties and education requirements for Physical Therapy Technicians or Aides may vary depending on the employer, but ...
Will Buckley (10 February 2008). "'I get no satisfaction from my job. It's a madness. You do it for the challenge'". The ... Marley stood down as Everton manager in October 2012, to focus on her job at the Football Association (FA). In September 2017, ...
Job Satisfaction and Industrial Democracy. Confesor was the first Filipino and Asian woman to serve as Chairperson of the ...
CS1 maint: discouraged parameter (link) Roy, Donald F. (1959). "Banana Time: Job Satisfaction and Informal Interaction". Human ... Roy's work surveys much of blue-collar America (beginning in 1934 he took employment in around 24 "bottom rung" jobs in 20 ...
"Cultural heritage and job satisfaction in Eastern and Western Europe." International Journal of Manpower 29, no. 7 (2008): 630- ... "Culture, participative decision making and job satisfaction." The International Journal of Human Resource Management 23, no. 13 ...
Reported Job Satisfaction : What Does it Mean?, with Claude Montmarquette, Journal of Socio-Economics 33 (2004), 135-151. ... Job Satisfaction and Quits, with Claude Montmarquette and Véronique Simonnet, Labour Economics 14 (2007), 251-268. The ...
"Job satisfaction and nurses in rural Australia." Journal of Nursing Administration 30, no. 7/8 (2000): 347-350. Hegney, Desley ...
Nelson, P., & Gongwer, J. (2000). Proposals to increase teaching effectiveness and job satisfaction. KOTESOL Proceedings (PAC2 ... Thorkelson, Tory S. (2016). Language teaching organizations and professional job satisfaction. Korea TESOL Journal 12(1), 67- ...
Satisfaction-engagement approach, in which engagement is a more technical version of job satisfaction, evidenced by The Gallup ... job satisfaction) measure. The multidimensional approach, in which a clear distinction is maintained between job and ... job satisfaction' and employee engagement with the definition: "an employee's involvement with, commitment to, and satisfaction ... Job satisfaction is also linked to productivity. Frequently overlooked are employees' unique personalities, needs, motives and ...
"How does family support facilitate job satisfaction? Investigating the chain mediating effects of work-family enrichment and ... job-related well-being". Stress and Health. 36: 97-104. doi:10.1002/smi.2918. ISSN 1532-2998. PMID 31840406. Turnbull, H.R., ...
It is an element of job satisfaction. One of the key principles in the philosophy of management consultant W. Edwards Deming is ...
... intrinsic job motivation and job satisfaction, and perceived intrinsic job characteristics and job satisfaction. In particular ... intrinsic job motivation higher order need strength perceived intrinsic job characteristics job satisfaction life satisfaction ... job satisfaction job involvement work role ambiguity work role conflict work role overload job stress organisational commitment ... found evidence for a moderate association between total job satisfaction and total life satisfaction and happiness, with a less ...
"Lean Production, Worker Empowerment, and Job Satisfaction". doi:10.1163/156916307X168656. S2CID 145638359. Retrieved 16 ... Vidal, Matt (2013). "Low-Autonomy Work and Bad Jobs in Postfordist Capitalism". Human Relations. 66 (4): 587-612. doi:10.1177/ ... Vidal, Matt (2013). "Low-Autonomy Work and Bad Jobs in Postfordist Capitalism". Human Relations. 66 (4): 587-612. doi:10.1177/ ...
The Job Descriptive Index (JDI) is the most frequently used measure of job satisfaction that does not specifically measure ... Just as POS does not always positively correlate with performance, neither does job satisfaction. Although POS probably does ... Organizational cynicism is related to job satisfaction; it is an attitude toward an organization reflecting one's beliefs about ... job related affect, and job related involvement. Levy also discusses absence rates, turnover, and counterproductive behaviors. ...
Gibbons, D. E., Corrigan, M. and Newton, J. T. (2000). The working practices and job satisfaction of dental therapists: ... "Job Guide - OHT Australia". Australian Govt Dept Education.. *^ a b c "Dental therapist". ... "Careers NZ: Dental Therapist: How to enter the job". 25 Jun 2013. Retrieved 24 Oct 2014.. ... "Careers NZ: Dental Therapist: About the job". 27 Aug 2013. Retrieved 24 Oct 2014.. ...
E.g., if you push unemployment too low, you'll get inflation; if job security is too strong, labour discipline breaks down; etc ... a socialist society must be one in which the economy is run on the principle of the direct satisfaction of human needs... ...
Berger, L. (2012). All work, no pay: finding an internship, building your resume, making connections, and gaining job ... including increased satisfaction, improved sense of belonging, lower blood pressure, increased protection from Alzheimer's, and ...
... of women reported satisfaction with the control of their acne with flutamide.[125] Although effective, flutamide has a risk of ... dermatologists discovered that young men with acne had difficulty obtaining jobs.[181] Until the 1930s, many people viewed acne ...
JEL: M54 - Labor Management (team formation, worker empowerment, job design, tasks and authority, job satisfaction). JEL: M55 ...
Programming in the open-source world can also lead to commercial job offers or entrance into the venture capital community. ... Creative expression: Personal satisfaction also comes from the act of writing software as an equivalent to creative self- ...
They competed for jobs and limited housing, and the city's rapid changes and rise in social tensions contributed to the growth ... The men cannot possibly find any satisfaction in their work. They simply work to make a living. Their sweat and their dull pain ... reflected his ability to reach people outside the German American community and among the growing population attracted to jobs ...
Job Analysis of Chiropractic (PDF). Greeley, CO: National Board of Chiropractic Examiners. pp. 121-38. ISBN 1-884457-05-3. ... In the U.S., chiropractors perform over 90% of all manipulative treatments.[209] Satisfaction rates are typically higher for ... Gaumer G (2006). "Factors associated with patient satisfaction with chiropractic care: survey and review of the literature". J ... function and patient satisfaction.[107] A 2010 systematic review found low level evidence that suggests chiropractic care ...
Frequently, assault and violence in a healthcare setting goes unreported and is wrongly assumed to be part of the job.[24] ... and reduced rates of patient satisfaction.[13] In Canada, a national report (Canada's Health Care Providers) also indicated ... Healthcare workers are at higher risk of on-the-job injury due to violence. Drunk, confused, and hostile patients and visitors ... Health care professionals are also likely to experience sleep deprivation due to their jobs. Many health care professionals are ...
On the job training simply does not cut it when it comes to lives and equipment on the line.[60] ... and moderate effects for satisfaction.[16] ...
"Study suggests Nevada prisons do pretty good job of preventing recidivism". Las Vegas Sun. Archived from the original on 2009- ... Individuals with this disorder gain satisfaction through their antisocial behavior and lack remorse for their actions.[58] ... During this phase one is still on ISR and has to remain in the community while maintaining a full-time job. They have to ... Other contributors to recidivism include the difficulties released offenders face in finding jobs, in renting apartments or in ...
Cubans Show Little Satisfaction with Opportunities and Individual Freedom World Public Opinion. 10 January 2007 ... as a spike in infant mortality will cost them their jobs.[21] Cuba does not allow for independent verification of its health ... "Cuba has done a great job on education and health", at the annual meeting of the Bank and the International Monetary Fund. ...
No-Man's success gave Wilson the opportunity to leave his regular job and devote his time solely to music. All of the Delirium ... Wilson expressed satisfaction in the direction of the album, stating "...tracks like 'Every Home Is Wired' and 'Dark Matter' ...
Some researchers have expressed reservations about the relevance of type to job satisfaction, as well as concerns about the ... The use of the MBTI as a predictor of job success is expressly discouraged in the Manual.[20]:78 It is argued that the MBTI ... The MBTI has poor predictive validity of employees' job performance ratings.[10][46][69] As noted above under Precepts and ... "It is unethical and in many cases illegal to require job applicants to take the Indicator if the results will be used to screen ...
Independent women in the 1930s were generally seen as holding jobs that men should have.[99] ... Physical and therefore emotional satisfaction was considered impossible without a natural phallus. Male intervention into ... Women who did not enter the military were aggressively called upon to take industrial jobs left by men, in order to continue ...
Job sharing / short-time working[edit]. Job sharing or work sharing and short time or short-time working refer to situations or ... People who receive Hartz 4 are obligated to seek for jobs and can be forced to take part in social programs or Mini jobs in ... Most of these programs and Mini jobs oblige the employee to work the same hours as a normal full-time job each day, 5 days a ... and assistance in finding new jobs in the form of information on vacancies and job fairs.[41] ...
Dead-end job. *Extreme careerism. *Job satisfaction. *Organizational commitment. *McJob. *Refusal of work ...
This satisfaction is associated with an increased ability to accomplish activities of daily living, as well as a reduced ... Most adults value the financial security of their jobs more than friendship with coworkers.[18] ... Older adults continue to report high levels of personal satisfaction in their friendships as they age, even as the overall ... Nevertheless, males and females tend to report comparative levels of satisfaction with their friendships.[3]:249-50 ...
In September 1941, he asked John Ryle, the brother of the philosopher Gilbert Ryle, if he could get a manual job at Guy's ... The stiffness, the artificiality, the self-satisfaction of the people. The university atmosphere nauseates me."[227] ... At first he applied, under a false name, for a teaching post at Reichenau, was awarded the job, but he declined it when his ... In 1920, Wittgenstein was given his first job as a primary school teacher in Trattenbach, under his real name, in a remote ...
This was not required in Old Testament times, God did not require Job to give up anything, and of Abraham he required expressly ... In 1848, Kierkegaard wrote, "I had real Christian satisfaction in the thought that, if there were no other, there was ... Shall I try to get a job suitable to my talents and powers in order thereby to exert an influence? No, thou shalt first seek ... who found satisfaction in the vain thought that this was precisely what had happened to him, found joy in frightening others ...
Rohde, K.R. "Chapter 7: Communicating Your Process Through Effective Policies, Procedures, and Job Aides". Effective Process ... The benefits of using business processes include improved customer satisfaction and improved agility for reacting to rapid ...
As the number of service sector jobs has risen in developed countries, more and more jobs have become sedentary, presenting a ... and better mental well-being and life satisfaction than non-volunteering retirees.[56] ... In addition to safety risks, many jobs also present risks of disease, illness and other long-term health problems. Among the ... that a lack of neighborhood recreational spaces including natural environment leads to lower levels of personal satisfaction ...
The second main source of value is from increasing the rate at which job seekers apply for jobs, or conversion rates. For ... online job advertising (through job boards and aggregators like Indeed, Resume-Library SimplyHired, CareerBuilder, Monster, ... The focus involves initiating relationships with candidates prior to talent needs and beyond job openings by engaging them ... This can be through traditional job advertisements, that are more broadly distributed through paid placement on websites like ...
It has been proven that this transition was beneficial for many patients: there was an increase in overall satisfaction, better ... Compensation prisoners then lose prospective job opportunities, face social marginalization, and lack access to resocialization ...
Newsham G, Brand J, Donnelly C, Veitch J, Aries M, Charles K. Linking indoor environment conditions to job satisfaction: a ...
It is used to aid in the hiring of employees by matching the backgrounds of individuals to requirements of the job. ... then the chances are high that the person taking the test will find satisfaction in that occupation. A widely used interest ... Sometimes these tests must be specially designed for a particular job, but there are also tests available that measure general ... or to help assess job applicants or employees and provide career development counseling or training.[5] ...
... low-wage industrial jobs which includes construction-like jobs. Though the jobs held grueling hours, being paid and ... Xu, Qingwen (November 3, 2011). "Migrant Workers' Community in China: Relationships among Social Networks, Life Satisfaction ... shorter job tenure and less training compared with the local residents.[54] Moreover, because of the high rate of job mobility ... Labor in China was greatly segregated by gender.[70] Where typically young, beautiful women found jobs in the beauty industry ...
"JAN - Job Accommodation Network". Retrieved 2018-07-02.. *^ AG. "Disability Discrimination Act 1992". legislation. ... efficiency and satisfaction in a specified context of use.[8] ... overlooking job retention challenges faced by employees who ... The United States Access Board[16] is "A Federal Agency Committed to Accessible Design for People with Disabilities." The Job ... Surveys of non-Western countries are limited, but the available statistics also indicate fewer jobs being filled by workers ...
The dimensions of the index included health, economic, workplace, income, jobs, housing, civic engagement, life satisfaction ... the evaluation framework included GDP per capita, Gini (income inequality), life satisfaction, health, freedom of life choices ...
Our job satisfaction surveys can help you make a meaningful connection between your employees and your business goals. Get ... Create a job satisfaction survey today and start learning from your employees. Do they feel their work is meaningful and their ... Job satisfaction surveys help you make a meaningful connection between employees criteria for job satisfaction and your ... Create a custom job satisfaction survey, or get a jumpstart with an employee satisfaction survey template from our expert ...
I would like to hear from any RNs who work for Fresenius. I am especially interested in those who do acute dialysis. What are the pros and cons of working for this company.
This effect is not explained by increased profits but by an increased value of non- monetary benefits, in particular job ... thereby pushing some individuals into self-employment for lack of salaried jobs. In this setting, financial development favors ... job satisfaction; Other versions of this item:. * Milo Bianchi, 2012. "Financial Development, Entrepreneurship, and Job ... "Financial Development, Entrepreneurship, and Job Satisfaction," Post-Print halshs-00670031, HAL. Find related papers by JEL ...
... want to increase employee job satisfaction? Free cafeteria food and flex time arent ... want to increase employee job satisfaction? Free cafeteria food and flex time arent enough. An employees job satisfaction may ... If the tensions of the job take away energy, enthusiasm and time for self-renewal, the individual with high job satisfaction is ... "There is a very close relationship between high job satisfaction and feelings of effectiveness on the job," says Dr. Loehr. " ...
... getting family leaves and being paid according to performance are the benchmark of an employees job satisfaction, says a ... Tags: absenteeism, according to john, benchmark, benchmarks, child care, family leaves, high performance, job satisfaction, job ... The benchmarks of job satisfaction. May 24th, 2008 - 1:30 pm ICT by admin Tweet. ... The evidence showed that workers had greater job satisfaction when they were paid by performance than when they were not - and ...
... A Governing survey of senior state and local officials paints a ... During the recession, states and localities shed hundreds of thousands of jobs. In the coming years, theyre slated to lose ... Of those surveyed, 78 percent reported being somewhat or very satisfied with jobs and working conditions. The overwhelming ... Governments received high marks in this area, with 86 percent expressing satisfaction with work/life balance. Use of ...
Predictors of Job Satisfaction and Intent to Leave among Home Health Workers: An Analysis of the National Home Health Aide ... Also important for job satisfaction was having a pension or retirement plan available. Interestingly, not knowing if a pension ... Nursing Home Work Practices and Certified Nursing Assistants Job Satisfaction Measuring Long-Term Care Work: A Guide to ... Job Stressors or Demands: Workers who experienced an on-the-job injury in the past 12 months were found to have significantly ...
So, if the tight job market holds, then expect employers to continue to offer perks to be more attractive to current and ...
... the paper analyses job satisfaction and public service motivation in Germany. A special issue of the investigation is rela ... Based on a unique case study-dataset, the paper analyses job satisfaction and public service motivation in Germany. A special ... Additionally, this kind of motivators plays an important role with regard to building up and keeping job satisfaction in the ... Kaiser, Lutz, Job Satisfaction and Public Service Motivation. IZA Discussion Paper No. 7935, Available at SSRN: https://ssrn. ...
The Overlooked Factor To Job Satisfaction For Millennials That Doesnt Matter To Baby Boomers. Friends in the office makes ... "Boomers, who traditionally look at their work day as the "9 to 5 job," are more inclined to separate their professional lives ... workers surveyed between the ages of 55-65 reported that friends at work had nothing to do with their performance on the job. ...
... indirectly suggesting a high rate of professional satisfaction and fulfillment. Women surgeons were significantly more ...
... on job satisfaction. Comparisons are made both within and across countries to identify similarities and differences in job ... on job satisfaction. Comparisons are made both within and across countries to identify similarities and differences in job ... "Personal Characteristics and Job Satisfaction - India-Nigeria Comparison," IIMA Working Papers WP1983-04-01_00531, Indian ... Job market papers. RePEc working paper series dedicated to the job market ...
Definition Of Employee Job Satisfaction. 1400 Words , 6 Pages * Job Satisfaction and Employee Retention Essay. 2169 Words , 9 ... Employee Attitudes and Job Satisfaction. 2822 Words , 12 Pages Assignment on: Employee Attitudes and Job Satisfaction Done by: ... Definition Of Employee Job Satisfaction. 1400 Words , 6 Pages definition of employee job satisfaction in different approaches; ... Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined ...
Employee job attitudes were measured using job satisfaction and organizational commitment scales based on Harrison et al. ... job attitudes consisting of job satisfaction and organizational commitment explain the success of empowerment implementation in ... Employee empowerment, job satisfaction and organizational commitment: An in‐depth empirical investigation. *Humborstad S ... The final sample of 290 participants rated empowerment practices in their workplace, as well as their job attitudes, service ...
JOB SATISFACTION AND ITS CONSEQUENCES JOB SATISFACTION AND ABSENTEEISM WHY DOESNT JOB SATISFACTION HAVE A STRONGER ... Job Characteristics and Job Satisfaction. 1364 Words , 6 Pages * Job Positions And Job Satisfaction Level. 3148 Words , 13 ... Job Satisfaction. 1916 Words , 8 Pages What is Job Satisfaction? Job satisfaction has been defined as a pleasurable emotional ... Job Satisfaction. 1431 Words , 6 Pages RUNNING HEADER: Job Satisfaction Team Paper Job Satisfaction Team Paper PSY428 June 21, ...
... a key component of job satisfaction, a survey said Thursday. ... after job security, for overall job satisfaction. SHRM is a ... a key component of job satisfaction, a survey said Thursday. ... Bigger firms benefits spur satisfaction 74% of workers at big ... paid time off and retirement benefits as the most important perks relating to overall job satisfaction. Child-care assistance, ... Employee satisfaction contributes directly to organizational growth and ultimately to the bottom line, the survey said. ...
... job satisfaction in Tanzania. It addressed one research question: what factors determine secondary school teachers job ... Determinants of Secondary School Teachers Job Satisfaction in Tanzania. Gilman Jackson Nyamubi ... Teachers job dissatisfaction can lead to their search for other means to gain economically. It is recommended that care should ... Also important to their satisfaction is their students success in and after school, which reveals the teachers sense of duty ...
Finding job satisfaction as a science liaison. 24 Aug 2016 , 17:00 BST. , Posted by Jack Leeming , Category: # ... Tell me about your job. Its part of the German foreign service. My job title is scientific liaison; we are installed in ... Tell me about one of your favorite memories on the job.. There was a stem cell researcher from Germany who was part of a ... What clued you in to the job you have now?. I had visited the UCSF careers office; they have this systematic process where they ...
... Thelma J. Mielenz,1,2 Robert F. DeVellis,3 Michele C. Battie,4 ... R. A. Williams, S. D. Pruitt, J. N. Doctor et al., "The contribution of job satisfaction to the transition from acute to ... "Reliability and validity of instruments measuring job satisfaction-a systematic review," Occupational Medicine, vol. 53, no. 3 ... N. Krause, K. Dasinger, L. Deegan, L. Rudolph, and R. Brand, "Psychosocial job factors and return-to-work after compensated low ...
Federal job satisfaction continues to lag behind private sector. *By Natalie Alms ... Feds also reported lower scores on satisfaction with immediate supervisors.. In pay satisfaction, however, government employees ... job satisfaction, work-life balance, professional development opportunities and more.. The government scored high across the ... technology to perform their jobs remotely and new ways to collaborate as an organization," she said. ...
Scholars who have investigated job satisfaction in the past have categorised different areas of job satisfaction into job ... "job satisfaction is the extent to which a person likes or dislikes their job". However, more recently, job satisfaction has ... Job Satisfaction & Employment Turnover[edit]. Job satisfaction can be considered one of the most vital elements in order for an ... Studies on Job Satisfaction[edit]. Wang, Tang, Sun, Anderson & Yao (2017) conducted a study that investigated job satisfaction ...
Teacher job satisfaction is affected by compensation, the ability to act independently, the subject taught, the grade level, ... The level of job satisfaction varies across grade levels and disciplines. Teachers of younger children are typically more ... I work as a teacher and I think this article does a nice job of summarizing the various factors that effect my satisfaction ... This factor may relate to the increased teacher job satisfaction among educators who have more autonomy and must make fewer or ...
Most of the empirical research in the literature review examining job satisfaction and turnover intentions/turnover comes from ... Job Satisfaction Why Do They Stay? Job Tenure Among Certified Nursing Assistants in Nursing Homes An Introduction to the ... job satisfaction has been found to be a predictor of direct care workers intent to leave the job across long-term care ... Predictors of Job Satisfaction and Intent to Leave among Home Health Workers: An Analysis of the National Home Health Aide ...
After my last post, I spent a while playing with the GSSs job satisfaction data. I tried adding a kitchen sink of regressors ... I wonder if one tested for narcissism if there would be a high coloration with low job satisfaction? It would not shock me if ... Plus you did not give us a sense of how big the the difference is in job satisfaction, only the statistical significance of the ... Hence conflation with job satisfaction-i.e, they probably are more satisfied with all parts of their life. ...
Quality Professionals Salaries, Job Satisfaction on the Rise, ASQ Survey Says. Quality professionals pay increased 2.78 ... Salary satisfaction, paid quality training related. According to the survey data, there are disparities among workers whose ... In 2015, the highest paid quality professionals in the U.S. by job title include vice president/executive, who make an average ... Despite that, nearly 74 percent of respondents are satisfied with their jobs, according to the survey, up from 69.8 percent in ...
Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. ... job involvement, job stress, job satisfaction, and organizational commitment) on the turnover intent of Midwestern correctional ... job satisfaction, and organizational commitment had statistically significant effects on turnover intent, with job satisfaction ... Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. (1970) by E E Lawler, D T Hall ...
A recent poll shows that job satisfaction among U.S. workers has fallen to a record low, with only 45% of workers expressing ... Jobs yielding the lowest rates of satisfaction include many labor and service fields, such as general labor, retail store sales ... Among the factors that I find go into job satisfaction for traders are:. 1) Perceived independence of working for oneself;. 2) ... We also see that job satisfaction has declined for all age groups since 1987. Particularly notable drops have been seen among ...
... by Savitha C Muppala on November 22, 2008 at 6:40 PM ... Such employees experience lower levels of job satisfaction, and may not be able to perform to the best of their ability, ... For the study, Darius K-S Chan, Chun Bun Lam, Suk Yee Chow, and Shu Fai Cheung examined the job-related, psychological, and ... Sexual harassment experiences were found to be more consistently tied to job-related outcomes, psychological well-being, and ...
The purpose of this study is to understand employees views of their readiness for change. The study explores employees retrospective interpretations of their experience with the elimination of the public service division ...
Expanding the role of medical assistants to better support providers can improve not only traditional outcomes but also job ... 2(March/April, 2018) / A Team-Based Care Model That Improves Job Satisfaction ... Burnout and job dissatisfaction pose a significant threat to primary care. Less than one-third of family and internal medicine ... The provider would then sigh in frustration, causing the MA to think she did her job incorrectly and then not elicit the full ...
  • High performers are less likely to quit their jobs in response to job dissatisfaction than are low performers. (
  • Most of the employees evaluate their work experience and show their satisfaction and dissatisfaction. (
  • Teachers' job dissatisfaction can lead to their search for other means to gain economically. (
  • levels of degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction [ deleted multiple words] . (
  • Burnout and job dissatisfaction pose a significant threat to primary care. (
  • On the other hand, work conditions are related to the work environment, which can be a cause of job dissatisfaction. (
  • 1 , 2 Primary care physicians, however, report lower job satisfaction than other physicians, 3 and job dissatisfaction has been identified as a potential cause and result of quality problems in physician practices. (
  • Dissatisfaction with one's job is an important consideration in vocational rehabilitation (VR) services because it is an early warning sign that vocational closures are in jeopardy. (
  • Certainly, the best employment strategy for people with disabilities is to ameliorate job dissatisfaction before a job is lost in the first place (Habeck, 1999), although feasibility research suggests that special efforts are required to encourage individuals with chronic illnesses to participate in early intervention programs at the worksite (LaRocca, Kalb, & Gregg, 1996). (
  • The data gleaned were used to identify factors that increase physicians' dissatisfaction with their jobs. (
  • your current job that are rewarding as well as those that contribute to dissatisfaction. (
  • However, there is a strong relationship between the job dissatisfaction, turnover rate, and the quality of the performance. (
  • New York, Aug 22 (IANS) Job dissatisfaction among people in their late 20s and 30s can have poor overall health and emotional problems by the time they reach early 40s, warn researchers. (
  • While some of the connotations of this physician job satisfaction survey can be construed as positive - such as the potential increase of available locum tenens physicians, as we discussed last week here at The Staff Care Insider - the implications of increasing physician job dissatisfaction most likely represents a challenge to not only the industry, but the country as a whole. (
  • Indeed, the fact that more doctors are planning to seek locum tenens work in the years to come is largely a result of declining physician satisfaction with the current work environment - a dissatisfaction that the survey authors attribute to a number of causes. (
  • The potential effects of growing physician job dissatisfaction are clear enough. (
  • Several studies have examined recruitment and retention of nurses in the clinical setting however, current empirical data on the factors that contribute to the job satisfaction and job dissatisfaction of nursing faculty in higher education is limited. (
  • Unrealistic expectations of patients, long working hours, restricted funding and lack of equipment contributed to job dissatisfaction. (
  • Results Practice retirement was associated with job dissatisfaction (OR: 2.5, 95% CI 1.6 to 3.7). (
  • Conclusion Practice retirement was associated with job dissatisfaction but not to a priori attitudes towards an upcoming mandatory accreditation programme. (
  • Job satisfaction surveys help you make a meaningful connection between employees' criteria for job satisfaction and your business goals, so you can engage your workforce in a truly satisfying way. (
  • To keep your employees excited, poll them to understand whether they're happy with their jobs - and what it takes to ensure that they are. (
  • Managers directly impact employees' day-to-day job satisfaction. (
  • Regular performance reviews-of individuals, teams, and managers-can give HR departments timely insight into how employees feel about their jobs. (
  • Employees can rate their satisfaction with their jobs using this 14-question survey, which includes questions about salary, leadership, and stress. (
  • Americans are pretty happy with their jobs, but their top three complaints are on-the-job stress , salary , and their company's retirement plan for employees, a recent poll by Gallup found . (
  • Washington May 24 (ANI): Family friendly practices, getting family leaves and being paid according to performance are the benchmark of an employees job satisfaction, says a leading researcher. (
  • For example, Louisiana's civil service department began posting videos on YouTube last year, providing prospective employees an overview of what they'll encounter working in certain jobs. (
  • Employees have their attitudes and different kind of ideas and concerns about their jobs, careers and organizations. (
  • Research proves that the most employees have attitude is job satisfaction. (
  • The survey, co-sponsored by the Society for Human Resource Management (SHRM) and the cable network CNNfn, shows that employees rated benefits packages as second most important, after job security, for overall job satisfaction. (
  • As organizations work to recruit and retain employees, human resources professionals and their employers need to take steps to determine which factors most influence employee motivation and job satisfaction. (
  • Both employees and human resources professionals rated health care, paid time off and retirement benefits as the most important perks relating to overall job satisfaction. (
  • Organizations that learn what satisfies employees will gain the edge in increasing customer satisfaction, retaining employees, competing for top talent and driving success. (
  • Employees felt their leaders understood their needs and challenges during a difficult time and supported them with new and innovative ways to work, including flexibilities in when and how they work, technology to perform their jobs remotely and new ways to collaborate as an organization," she said. (
  • In pay satisfaction, however, government employees did rate their experiences more favorably that their private-sector counterparts, with 67% of feds saying they're satisfied with their pay, as opposed to 54% in the private sector. (
  • The journey of increasing or decreasing job satisfaction applies to the employees and the employer. (
  • The model was tested for 658 employees who work on 62 different jobs in seven organizations, and results support its validity. (
  • Such employees experience lower levels of job satisfaction, and may not be able to perform to the best of their ability, according to a new study. (
  • Sexual harassment experiences were found to be more consistently tied to job-related outcomes, psychological well-being, and physical health among younger employees than older employees. (
  • Less than one-third of family and internal medicine physicians report they would choose the same specialty again, 1 and one-third of health care employees report they are planning to look for another job. (
  • Human Resources Development Practices and Employees' Job Satisfaction. (
  • The Europe-wide research project also highlights the dramatic increase of stress-related illnesses in recent years in employees with high-speed jobs and tight deadlines. (
  • One of the most recurrent findings of the report is the fact that job satisfaction is the top factor in employees overall life satisfaction. (
  • Interestingly, employees who, due to sickness or disability, are unable to work full time report a marked improvement in their life satisfaction if they are able to be work part-time. (
  • Employees also strongly desire jobs that provide security in their employment, which is demonstrated by the fact that risk-free, permanent contracts are the most preferred contracts on average. (
  • Leadership Behavior Predictor of Employees' Job Satisfaction and Psychological Health. (
  • One of the most interesting findings is the relationship between trust and satisfaction-with 93% of employees saying that having trust in their direct manager is important to remain satisfied at work, an even higher percentage than those who said they must trust company leaders. (
  • Employers are faced with the task of motivating employees and creating high job satisfaction among their staff. (
  • Creating programs and policies that develop job satisfaction and serve to motivate employees takes time and money to create. (
  • Employees who are satisfied with their jobs and motivated by the company to succeed will also work to create more efficient job processes. (
  • Managers should meet at least monthly with employees to discuss the efficiency of their job duties and how they can be improved to increase productivity. (
  • The company that sets out to create a satisfying workplace will be privy to feedback from employees who would like to increase the level of job satisfaction they experience, resulting in open communication between management personnel and workers. (
  • When the company creates an atmosphere of job satisfaction and properly motivates employees, it can be easier to find volunteers to complete outside projects that are necessary for improving company morale or the operation of the organization. (
  • Employees who are satisfied in their jobs are more apt to offer suggestions to make a transition smoother than disgruntled employees. (
  • As the economy slowly recovers, more employees are ranking compensation as the biggest contributor to their overall job satisfaction. (
  • Although workplace culture is often pegged as the most important factor in employee happiness, the majority of employees say compensation and pay play the biggest role in their job satisfaction, according to a Society for Human Resource Management survey. (
  • Employees are staying with their jobs longer, and because the economy is sort of ambiguous sometimes we get good reports and sometimes not-so-good reports [there is] still the sense among employees that they are not so secure in their jobs and that they may be hesitant to look for other work, says Evren Esen, director of SHRM s survey research center. (
  • In order to examine the effects of such demographic characteristics as sex, age, education, occupational tenure and status, company and job tenure and management level on job satisfaction, the responses of 1,139 exempt employees in six companies to 28 satisfaction scales were factor analyzed. (
  • Therefore this study attempts to examine this relationship by finding out the perception of employees of the culture of Guaranty Trust Bank UK vis-a-vis their level of job satisfaction. (
  • In view of the above, some academics and management practitioners embarked on carrying the investigation further by focusing on the organizational culture dimensions (e.g. competitiveness, effective decision making, employee involvement) in relationship to employees' job satisfaction. (
  • The purpose of the present study was to investigate the relationship of job satisfaction, job stress and mental health on government and non-government employees. (
  • It was believed that there will have a significant difference between government and non-government employees in case of various job related factors. (
  • These factors affect job performance of employees. (
  • Significant job stress was found in case of non-government employees, because, they feel less job security and high work load. (
  • Job stress and job satisfaction of male and female employees under male and female supervisors. (
  • A new study in the journal Psychology of Women Quarterly examined the effects of workplace sexual harassment and found that employees who were harassed report lower levels of job satisfaction, organizational commitment, and job performance. (
  • How well your employees perform for your small business depends a great deal on job satisfaction. (
  • Employees will function better on the job if their mental outlook is optimal. (
  • Assess the physical capabilities employees will need to perform specific job functions so you hire appropriate applicants. (
  • Employees who are healthy and able to deal effectively with a moderate amount of stress are the ones who are most productive at their jobs. (
  • Employees who are overly tired and mentally depressed due to an excessive workload, negative feedback from management or other employees, and difficulties in comprehending job tasks are likely not to be productive and may bring down morale. (
  • Using standard ordinary least square (OLS) method the findings of the study show that employees are satisfied with overall job satisfaction, and satisfied with the elements of satisfaction identified in the survey, with salary and workload been the most satisfied elements. (
  • Findings regarding the importance of various features substantially deviate from employees' reports about contributors to job satisfaction and, in some cases, also differ from findings drawn from cross-sectional data. (
  • Employee job satisfaction is recognised as a multi-faceted construct that includes the feelings of employees about a variety of both intrinsic and extrinsic job elements. (
  • What used to be a short walk in the park, a coffee break or a little downtime off the work desk to wake up those sleeping creative senses of employees -- who in reality have potential to be company assets -- may soon be a thing of the past, as a new research suggests that wearable technology is possibly the new booster for employee productivity and job satisfaction. (
  • Preliminary results indicate that employees with wearable devices increased their productivity by 8.5 percent and their job satisfaction by 3.5 percent. (
  • Employees in academic libraries and research libraries have the same level of job satisfaction. (
  • An exclusive Dairy Foods job satisfaction study finds that, by and large, employees like where they work. (
  • About two-thirds (68%) of dairy employees told us that they are satisfied with their current job. (
  • The final sample of 290 participants rated empowerment practices in their workplace, as well as their job attitudes, service effort and turnover intention. (
  • Statistically significant results were obtained for a full mediating effect of job attitudes on the relationship between empowerment practices and turnover intention. (
  • Most of the empirical research in the literature review examining job satisfaction and turnover intentions/turnover comes from nursing home studies with few that have looked at direct care workers across settings and fewer specifically examining the home care environment. (
  • Job satisfaction is an important predictor of registered nurses' (RNs) job turnover, patient satisfaction, and nurse-sensitive patient outcomes (including pressure ulcers and falls), which can result in higher health care costs and penalties for hospitals that receive Medicare and Medicaid payments. (
  • The right environment facilitates nurses' work, which increases their job satisfaction, which in turn reduces turnover. (
  • Nursing satisfaction studies aimed to identify the influencing factors in order to improve the quality of the provided care and reduce the turnover rate (AL-Hussami, 2008). (
  • Worker job satisfaction has been linked to salient measures of performance such as productivity, absenteeism, and workforce turnover. (
  • However, improving their job satisfaction could reduce turnover and lead to a better quality of care. (
  • Job satisfaction & turnover among nurses: Integrating research across studies. (
  • 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. (
  • When jobs are more satisfying and engaging, there's less employee turnover and reduced need for hiring - no small benefit in a difficult job market. (
  • Leader member exchange and job satisfaction bond and predicted employee turnover. (
  • As shown in Table 2, job satisfaction was associated with worker characteristics, home care structure and policies, perceived workplace characteristics and perceived job stressors. (
  • A comparative study was made to see the effect of 7 personal characteristics (Age, Sex, Marital Status, No. of dependents, years of education, years of experience, and annual income) on job satisfaction. (
  • Personal Characteristics and Job Satisfaction - India-Nigeria Comparison ," IIMA Working Papers WP1983-04-01_00531, Indian Institute of Management Ahmedabad, Research and Publication Department. (
  • Characteristics of a Job Assignment Introduction A field of interest in human resources and psychology is job satisfaction. (
  • Hackman and Oldham were some of the first researchers to really highlight the relationship between job characteristics and job satisfaction. (
  • Personal teacher characteristics impact job satisfaction as well. (
  • Citation Query Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. (
  • We then propose and report a test of a theory of work redesign that focuses specifically on how the characteristics of jobs and the characteristics of people interact to determine when an 'enriched' job will lead to beneficial outcomes, and when it will not. (
  • The questionnaire consisted of the Maslach Burnout Inventory, the 12-item General Health Questionnaire, a questionnaire to determine job satisfaction and stress, and questions to obtain demographic characteristics and to measure the staff's consideration of alternative work situations. (
  • The study aims to disclose the impact of work values and socio-demographic characteristics upon the link between life satisfaction and job satisfaction. (
  • These results are due to the different of job in life of people with different characteristics. (
  • The objective of this cross-sectional study was to investigate the level of job satisfaction and its association with personal characteristics and work environment among Saudi public sector dentists in Hail region. (
  • This paper attempts to develop a theory of job satisfaction which incorporates differences in work values and perceived job characteristics as key explanatory variables. (
  • The Relation of Sample Demographic Characteristics to Job Satisfaction. (
  • Thus the conclusion of the study was that demographic characteristics reflected a difference in the perception of organizational-related variables but not in the perception of individual-related variables for job satisfaction. (
  • This paper explores the role of job characteristics and communication in relation to job motivation and satisfaction amongst UK charity shop managers. (
  • In exploring job characteristics we find that managers exhibit low levels of satisfaction with factors such as pay, job status and working conditions. (
  • The questionnaires, which consisted of an effort-reward imbalance scale, Minnesota Satisfaction Questionnaire (MSQ) for job satisfaction, and the psychological capital questionnaire (PCQ-24), as well as questions about demographic characteristics, were distributed to 1800 township cadres and complete responses were received from 1525 participants. (
  • Specific features (e.g., different dimensions of the Job Characteristics Model) generally were unique predictors when all variables were considered. (
  • The validity of the job characteristics model: A review and meta-analysis. (
  • Based on a unique case study-dataset, the paper analyses job satisfaction and public service motivation in Germany. (
  • A Review on Motivation and its theories Work motivation and employee satisfaction plays a more central role in the field of management theoretically and practically and it is indeed one of the most important factors affecting employee behaviour and performance. (
  • Although satisfaction is linked with motivation, satisfaction is not the same as motivation [fixed sentence] . (
  • A connection exists between a personal motivation to teach and an interest in pedagogy and job satisfaction. (
  • By far the most influential theory relevant to work redesign has been the Herzberg two-factor theory of satisfaction and motivation It is to the credit of the Herzberg theory that it has prompted a great deal of research, and inspired several successful change projects involving the redesign of work (e.g. (
  • According to these studies, intrinsic motivation is related to the job itself and is a cause of job satisfaction. (
  • The results confirm findings from the literature that intrinsic motivation increases life satisfaction (Vansteenkiste 2007). (
  • When the employer understands the benefits of job satisfaction and motivation in the workplace, though, the investment in employee-related policies can be justified. (
  • Small Business - , (
  • Job Satisfaction & Motivation Benefits the Workplace" accessed February 19, 2020. (
  • The purpose of this descriptive study was to utilize Herzberg?s Motivation-Hygiene Theory of Job Satisfaction to explore the factors that predict nursing faculty?s intent to stay in academe. (
  • 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. (
  • Job satisfaction of professional staff and administrators within the associated colleges of the south: a study of Herzberg's duality theory of motivation in higher education. (
  • Job satisfaction is essential in predicting the stability of systems, worker motivation and retention. (
  • Work Motivation, Job Satisfaction, and Organisational Commitment of Li" by Adeyinka Tella, C.O. Ayeni et al. (
  • This study examines the perception of work motivation in relation to job satisfaction and organizational commitment of library personnel in academic and research libraries in Oyo state, Nigeria. (
  • A questionnaire called Work Motivation, Job Satisfaction, and Organizational Commitment Scale (WMJSCS) with the overall co-efficient of r = 0.83 cronbach alpha was adapted from Organization Commitment Questionnaire by Mooday et al. (
  • The result indicates that both job satisfaction and commitment correlate with perception of work motivation by library workers. (
  • Help Essay: Job satisfaction questionnaire thesis academic content! (
  • Job satisfaction questionnaire thesis - State-owned forests were recongured to max- imize timber harvests. (
  • On the primary perspectives questionnaire satisfaction job thesis of either accepting research paper yahoo answers or challenging prevailing power arrangements. (
  • The mean job satisfaction of middle managers was also calculated from responses to the Job Description Index, and results from the demographic questionnaire were tabulated. (
  • Job Satisfaction Scale, Occupational Stress Index and General Health Questionnaire were used as data collection tools. (
  • Outcome measures Sociodemographic information and scores for evaluating job satisfaction, work stress, work-family conflict and doctor-patient relationship were obtained using the questionnaire developed by the National Health and Family Planning Commission of the People's Republic of China. (
  • Data were collected using a self-administered, validated, modified questionnaire adapted from the Dentists' Satisfaction Survey. (
  • Labour union data on practice retirement were linked with data from the questionnaire survey on job satisfaction and attitudes prior to implementation of mandatory accreditation. (
  • Additional ideas for improving various factors in the workplace can also be ascertained from a climate or pulse check survey designed to assess employee satisfaction and identify favorable and unfavorable dimensions of the work environment. (
  • Keeping workers engaged is one of the more important factors in uniting a workforce, but only half of survey participants reported satisfaction with their organization's employee engagement efforts. (
  • Neither age nor race or Hispanic/Latino ethnicity were found to be associated with job satisfaction after other factors were accounted for. (
  • The odds of being satisfied with one's job were significantly associated with a worker's feeling of being respected by one's supervisor and valued by one's organization after other factors were accounted for. (
  • After other factors were accounted for, hourly wage was inversely associated with satisfaction in model II, with the odds of being extremely satisfied lower for those with higher wages. (
  • Further results display the transferability of competences, autonomy, regular appraisal interviews and productivity feedback as factors incorporating a positive significance in terms of job satisfaction. (
  • Here are some factors that change the relationship between job satisfaction and performance. (
  • It addressed one research question: what factors determine secondary school teachers' job satisfaction? (
  • Job satisfaction is considered one of the main factors in a organisation's efficiency, effectiveness and performance. (
  • Various factors exist in determining a person's job satisfaction. (
  • What Factors Impact Teacher Job Satisfaction? (
  • Many factors influence teacher job satisfaction . (
  • A final group of factors impacting satisfaction derive primarily from personal attitude and inclination. (
  • While other factors also play a role, job satisfaction has been found to be a predictor of direct care workers' intent to leave the job across long-term care settings (Sherman et al. (
  • In the AT&T 252 HACKMAN AND OLDHAM studies based on the theory Finally, the theory in its present form does not specify how the presence or absence of motivating factors can be measured for existing jobs. (
  • Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions. (
  • 95% CI, 1.05-3.09) were identified as factors significantly associated with job satisfaction. (
  • The aim of this study was to assess the level of job satisfaction and the factors affecting it, among dentists working in public sector in Hail region, Saudi Arabia. (
  • The paper also seeks to develop a framework which links the variation in the job satisfactions of workers to the factors that influence the degree of their control over the attainment of job rewards in American society. (
  • They found that RNs who gave their physical work environments higher ratings were also more likely to report better workgroup cohesion, nurse-physician relations, workload, and other factors associated with job satisfaction. (
  • When investing in facilities' construction or remodeling, health care leaders should look at features that enhance workgroup cohesion, nurse-physician relations, and other factors that affect job satisfaction. (
  • We'd suggest that future studies delve into which aspects of the physical work environment best support the factors that enhance nurses' job satisfaction. (
  • This study aimed to determine the level of and factors that predict job satisfaction among a national sample of anesthetists. (
  • Univariate and multivariable logistic regressions were used to determine factors associated with the main outcome variable, level of job satisfaction. (
  • Conclusion Ethiopian anesthetists have low levels of job satisfaction, with work environment and years of experience being factors that predict their satisfaction positively. (
  • 13 These findings have not yet been replicated elsewhere, and the specific factors that may mediate medical home effects on job satisfaction have not been identified. (
  • Factors affecting the job satisfaction of employed adults with multiple sclerosis. (
  • In order to design appropriate interventions to help employed people with disabilities maintain their employment, rehabilitation professionals must understand the factors affecting job satisfaction. (
  • The purpose of this study is, therefore, to identify factors affecting the job satisfaction of employed individuals with multiple sclerosis (MS) and to discuss the implications of those findings for on-the-job rehabilitation services. (
  • For people with disabilities or chronic illnesses, three factors can affect satisfaction with employment--extrinsic factors such as wage and salary levels (Bokemeier & Lacy, 1986), chronic illness or disability factors affecting one's ability to perform work tasks (Hershenson, 1996), and subjective factors such as perceived job match and job tenure (Dawis, 2002). (
  • The intend of this paper is to enable me to have a thorough understanding of developing a specific research question focused on identifying the promoting factors that can increase nursing satisfaction and its impact on the quality of nursing care based on some evidence. (
  • In this section, I will discuss the literature around factors of nursing satisfaction and its impact on the quality of care. (
  • Perhaps unsurprisingly, job satisfaction has been found to be significantly related [4] to both intrinsic factors (associated with the job itself, such as worker autonomy or the opportunity to learn new skills) and extrinsic factors (received for completing the job, such as salary) in a variety of populations. (
  • Relatively fixed personality traits such as optimism or neuroses partly determine job satisfaction responses but not entirely [5] , suggesting that environmental factors in the work place also play an important role in determining job satisfaction. (
  • The significant relationship between the motivational factors (Job satisfiers) and the hygiene factors (job dis-satisfiers) and intent to stay indicated that the nursing faculty overall were satisfied with their jobs. (
  • The quantitative descriptive survey used self-completion questionnaires to study factors influencing nurses' job satisfaction in selected private hospitals in England. (
  • 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 deadend jobs, and lack of involvement in decision- and policy-making activities. (
  • Conclusions Job satisfaction in early career physiotherapists varies across different clinical areas of practice related to several factors, including challenge and flexibility. (
  • No previous studies have explored the individual factors influencing job satisfaction in early career physiotherapists across different clinical settings. (
  • This study highlights specific factors influencing the job satisfaction of early career physiotherapists, including clinical area of practice. (
  • This study informs employers and workforce planners on the factors affecting job satisfaction in early career physiotherapists. (
  • To assess the significantly associated factors on job satisfaction of the healthcare staff in Guangdong, a binary logistic regression model was used. (
  • Results: After adjustment of the work related physical and psychosocial factors for each other and for other potential determinants, significant rate ratios ranging from 2.0 to 3.2 were found for trunk flexion, trunk rotation, lifting, and low job satisfaction. (
  • Conclusions: Flexion and rotation of the trunk, lifting, and low job satisfaction are risk factors for sickness absence due to low back pain. (
  • This study examines the impact, relative importance, and unique predictive validity of changes in a host of job features and other relevant factors on job satisfaction over a 35-year period using data from the 1979 National Longitudinal Survey of Youth cohort (12,686 respondents). (
  • It has been reported that intrinsic factors are factors such as the nature of the job itself and the opportunity for growth, which are internally mediated rewards. (
  • 6-10 However, not much is known about the factors that influence job satisfaction of dentists in South Africa. (
  • A cross sectional descriptive survey was conducted in 2012, based on an adapted Dentists Satisfaction Survey 11 in order to determine the factors influencing job satisfaction among dentists working in the private and public sectors in the Tshwane Municipality, which is situated in the north of Gauteng Province. (
  • One of the most widely used definitions in organizational research is that of Locke (1976), who defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences" (p. 1304). (
  • Perceptions of being involved in challenging work were significantly associated with higher job satisfaction, although the odds of being extremely satisfied with one's job were higher among those that "somewhat agreed" (OR=16.79) compared to those that "strongly agreed" (OR=9.36) that their work was challenging. (
  • The researchers measured job satisfaction in terms of procedural justice, autonomy, nurse-physician relationships, distributive justice, opportunities for promotion, workgroup cohesion, and variety in one's job. (
  • Rehabilitation interventions that ameliorate dissatisfying conditions in one's job can, therefore, contribute significantly to the lives of many employed adults with MS by helping them maintain a salient and valued social role, namely that of a worker. (
  • One author defined the concept of job satisfaction as the pleasurable emotional state from the appraisal of one's job. (
  • Support a happy, productive workplace by using surveys to ask about employee satisfaction and employee engagement . (
  • The study also found that the parts the workers like about their job include workplace safety conditions and co-worker relations. (
  • An employee's job satisfaction may depend as much on the positive mental, spiritual, physical, and emotional resources the employee brings to the workplace, according to data gathered from 75,000 working adults on a three-year study of personal energy management and work-life balance. (
  • For the study, Darius K-S Chan, Chun Bun Lam, Suk Yee Chow, and Shu Fai Cheung examined the job-related, psychological, and physical outcomes of sexual harassment in the workplace. (
  • Using some statistical techniques, the researchers analyzed findings from 49 studies on workplace harassment, with a total sample size of 89,382 people, to investigate the effects of sexual harassment and job-related outcomes. (
  • The researchers examined workplace respect, collegiality, satisfaction and mentoring. (
  • Logistic regression was used to determine associations between workplace aggression exposure and intrinsic job satisfaction, satisfaction with life and self-rated health. (
  • In this study, therefore, we aimed to determine the extent to which workplace aggression from internal and external sources was associated with job satisfaction, health status and life satisfaction in a large sample of medical practitioners providing clinical services in Australia. (
  • Morale in the workplace, or job satisfaction, has been the subject of much research. (
  • The new research report, titled The Human Cloud At Work (HCAW) A Study Into The Impact Of Wearable Technologies In The Workplace , indicates that wearable technology indeed provides substantial benefits for job satisfaction and productivity. (
  • Job satisfaction surveys require thoughtful construction, but we take the work out of it. (
  • They are not only satisfied with their jobs, they also feel competent in work and life. (
  • Their overall rest and recovery, which includes daytime rest breaks and constructive diversions from work, is 149% of those with the lowest job satisfaction. (
  • People with high job satisfaction also report an extraordinarily high sense of mission, vision and passion for their work," says Loehr. (
  • Governments received high marks in this area, with 86 percent expressing satisfaction with work/life balance. (
  • This analysis tests two models: model I excludes variables based on worker perceptions that were suspected to be endogenous with job satisfaction ( HHA feels valued by organization, Aide feels involved in challenging work, Aide feels trusted with patient care decisions, Aide feels confident in ability to do job, Time for ADLs, Satisfaction with hours, Aide feels respected by supervisor, Aide feels respected by patients ), while model II includes these variables. (
  • Almost half the workers surveyed between the ages of 55-65 reported that friends at work had nothing to do with their performance on the job. (
  • Boomers, who traditionally look at their work day as the "9 to 5 job," are more inclined to separate their professional lives from their personal lives," she says. (
  • A person may attend work even when dissatisfied with her job because she cannot afford economically to miss work. (
  • A person who is part of a team is satisfied with her job and wants to do a good job is performing at an average level because her job requires the pre-work of another team member. (
  • This team members' pre-work is often late and of poor quality which causes her job performance to suffer as well. (
  • NEW YORK (CNN/Money) - If you work at a big corporation, you're much more likely to be satisfied with your benefits package, a key component of job satisfaction, a survey said Thursday. (
  • The report from the Partnership for Public Service uses data from the 2020 Federal Employee Viewpoint Survey, conducted by the Office of Personnel Management, to quantify employee engagement, job satisfaction, work-life balance, professional development opportunities and more. (
  • In today's world, people are being told find their passion in life and in doing so they will love their work and it will never feel like a job. (
  • Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. (
  • Job satisfaction refers to the attitudes and feelings individuals have about their work. (
  • In addition to having attitudes about their jobs as a whole, people can have attitudes regarding the kind of work that they do, their co-workers, supervisors or subordinates and their pay (George et al, 2008). (
  • Although the benefits of work redesign (or 'job enrichment' or 'job enlargement') are widely touted in the management literature, in fact little is known about the reasons why 'enriched' work sometimes leads to positive outcomes for workers and for their employing organizations. (
  • It also limits the degree to which the theory can be used to diagnose jobs prior to planned change, or to evaluate the effects of work redesign activities after changes have been carried out. (
  • Jobs yielding the lowest rates of satisfaction include many labor and service fields, such as general labor, retail store sales, food preparation, roofing, cashier work, and freight/stock handling. (
  • It appears that the link between satisfaction and productivity is highest among occupations that involve complex work. (
  • Nevertheless, national studies of academic work show that academics are satisfied with their job (e.g. (
  • These studies explain the nature of the academic job where academics are satisfied with the job itself but, their work environments are getting less favorable under the managerial reforms (e.g. (
  • Here are the best jobs available right now at the top companies to work for. (
  • Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. (
  • Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. (
  • Job satisfaction among academic medicine faculty was significantly associated with a supportive work environment and feeling valued and respected, according to a research letter published in JAMA Intern al Medicine . (
  • these activities result in an enhanced work engagement, enhanced satisfaction and decreased burnout . (
  • All your work is concentrated in time lisa quit her job. (
  • Dentistry as a career is one of the most stressful health professions, and has been shown to have negative impact on the dentists' general health.2,3 It is therefore important to understand the satisfaction of dentists with their job to encourage healthier work environment that enables them for better dental care of their patients. (
  • It empirically examines the relationship between job satisfaction and the work values and job rewards associated with six dimensions of work--intrinsic, convenience, financial, relations with co-workers, career opportunities and resource adequacy. (
  • It is found that work values have independent effects on job satisfaction. (
  • Numerous studies have been conducted to assess nurses' job satisfaction, asking about nurse-physician relationships, opportunities for promotion, autonomy, and similar issues, but very few have addressed the impact of the physical work environment on RNs' job satisfaction. (
  • Now, a new study conducted by the Robert Wood Johnson Foundation's RN Work Project finds that a physical work environment that facilitates RNs' efficiency, teamwork, and interprofessional communication is related to higher job satisfaction. (
  • The research team conducted a nationwide survey of RNs to examine the relationship between RNs' physical work environment and job satisfaction. (
  • Clearly, the physical work environment can affect nurses' ability to do their jobs effectively and efficiently," said Djukic. (
  • It is widely accepted that European workers are becoming more stressed by time constraints and deadlines and since work is an overwhelmingly important part of most of our lives, the satisfaction we derive from our jobs is a major factor in how happy we are as individuals. (
  • Professor Theodossiou said: This is a particularly worrying trend for the future as employers may have to give up the possibility of early retirement for their workers, which is likely to come at a cost in terms of offering them higher wages or some other work benefit such as lighter responsibility, or avoiding fixed job routines. (
  • Work environment (aOR = 1.87, 95% CI = 1.06, 3.31) and more than 10 years of experience working in the public health system (aOR = 4.96, 95% CI = 1.11, 22.13) were predictors of job satisfaction in the multivariable model. (
  • Feeling good about your work makes it more enjoyable, which is why we've compiled this list of the happiest highest job satisfaction nursing specialties . (
  • 4 Improving the practice work environment may enhance primary care job satisfaction. (
  • In theory, patient-centered medical homes (PCMHs, or medical homes) improve job satisfaction by promoting better work environments, increasing the quality of care, and enhancing practice resources. (
  • In order to assess content validity, the authors specified 11 work domains, such as autonomy, growth/development, and financial reward, to represent the span of possible dimensions of job satisfaction. (
  • Most of these measures were designed to measure satisfaction among a specific work force such as emergency physicians or psychiatric nurses. (
  • Frontline health workers reported higher job satisfaction and perceived quality of care provided when their workplaces implemented multiple supportive policies like team-based work practices and incentivized pay. (
  • The supply chain industry offers people of all profiles and backgrounds a fast-track to career advancement, professional and personal satisfaction, and high levels of compensation," Eshkenazi said, adding that supply chain jobs often include benefits that contribute to healthy work and life balance which in turn leads to greater job stability. (
  • Dr McGrail said that, overall, GPs working in different sized communities in Australia expressed similar levels of satisfaction with most professional aspects of their work. (
  • 92% say that having the technology they need to do their job efficiently affects satisfaction at work. (
  • Nearly one out of three would quit their job if they had to use outdated technology at work. (
  • 60% say that a lack of emotional safety at work would make them quit a job immediately. (
  • Mental health consultants can analyze the employee's job role and work environment to help provide the best recommendation to keep them on the job. (
  • Not all jobs allow for flexible schedules, but if they do, allowing an employee to work when their sleep/wake cycle isn't disrupted can avoid triggering mania or depression. (
  • Implications for nursing management Nursing administration must work collaboratively with nurses to improve processes in nursing practice that could enhance nurses' job satisfaction and improve client care delivery. (
  • The study, conducted to evaluate the social, economic and environmental impacts associated with telecommuting at Cisco, revealed that a majority of respondents experienced a significant increase in work-life flexibility, productivity and overall satisfaction as a result of their ability to work remotely. (
  • Cisco conducted the survey in late 2008 to evaluate a number of telecommuting topics, including commuting patterns, technology barriers, work quality and productivity, environmental impacts, and advantages and disadvantages of the flexible lifestyle, as well as overall employee satisfaction. (
  • In addition, as demonstrated by our recent study, a properly executed program for telecommuting can be extremely effective at unlocking employee potential by increasing work-life balance, productivity and overall satisfaction. (
  • No significant relationship was found between organizational structure and organizational size, no significant differences were found in job satisfaction of middle managers in different companies, and no significant relationships were found between job satisfaction and any of the four demographic variables: Type of Work, Education, Job Location, and Marital Status. (
  • Job Involvement and satisfaction as related to mental health and personal time devoted to work. (
  • Job satisfaction, perceived effort and heart rate in light industrial work. (
  • Excessive work demands positively correlate with high burnout and low job satisfaction. (
  • This research examines trends in job satisfaction plus implications for today's labor market and employee engagement, including how workers rank a full complement of job satisfaction components (e.g., wages, job security, work/life balance, supervisors, and bonuses). (
  • If, in fact, over 14% of America's physicians retire in the next one to three years, while over 13% take non-clinical jobs, 11.5% work locum tenens, 10% become part-time, and 9% switch to concierge medicine, the result would be the elimination of some 300,000 physician FTEs," the authors add. (
  • Registered nurses' perception of work satisfaction at a tertiary care university hospital. (
  • In cases in which physical capabilities decline due to injury, age or illness, you must be prepared to restructure the individual's work responsibilities and possibly reassign aspects of the job to other personnel. (
  • Encourage your workers to exercise, eat well and get enough sleep when they are away from the job so they will be more content at work. (
  • PURPOSE Burnout, attrition, and low work satisfaction of primary care physicians are growing concerns and can have a negative influence on health care. (
  • Grounded on the social exchange theory (SET), social cognitive theory (SCT), and self-determination theory (SDT), this study aims to explore the mediating role of self-efficacy (SE) and work engagement (WE) on the effect of social support (SS) on job satisfaction (JS) among Chinese ethnic minority kindergarten teachers (KTs). (
  • Objectives This cross-sectional study aimed to explore job satisfaction among healthcare staff in Guangdong following the health system reforms in 2009, and to investigate the association between job satisfaction and work stress, work-family conflict and doctor-patient relationship. (
  • Work stress, work-family conflict and doctor-patient relationship also had significant effect on job satisfaction. (
  • Measures to enhance job satisfaction include the reduction of workload, increase of welfare, maintaining moderate stress and balancing work-family conflict. (
  • This study was the first investigating job satisfaction of healthcare staff in relation to work stress, work-family conflict and doctor-patient relationship since the major health system reforms in 2009. (
  • Full-time dental faculty perceptions of Satisfaction With the academic work environment. (
  • Affect and job satisfaction: A study of their relationship at work and at home. (
  • For one, a number of researchers have been unable to provide empirical support for the major tenets of the two-factor theory itself (see, for example, Moreover, the theory does not provide for differences among people in how responsive they are likely to be to 'enriched' jobs. (
  • 10 The ability of medical home interventions to achieve their goals, including improved professional satisfaction, is subject to empirical evaluation, however. (
  • Job satisfaction and life satisfaction: An empirical evaluation of their interrelationship. (
  • In this study, we develop and test an empirical model to provide a more definitive answer to the question of how age and tenure relate to job satisfaction. (
  • Determinants of employee job satisfaction: An empirical test of a causal model. (
  • Nurse residency program graduates remained in their jobs for one year at significantly higher rates than did other first-year nurses nationally. (
  • The relationship of organizational commitment, job satisfaction and burnout on physicians and nurses? (
  • The study, in the current issue of Research in Nursing & Health , revealed that while physical environment had no direct influence on job satisfaction, it did have a significant indirect influence because the environment affected whether nurses could complete tasks without interruptions, communicate easily with other nurses and physicians, and/or do their jobs efficiently. (
  • Job satisfaction among the nurses is a significant issue in any health care organization to provide a high quality of care and best patients outcomes. (
  • To some extent, the nurses dissatisfied with their job will lead to the higher rate of patient's harmful outcomes (Stanton, 2004). (
  • Several studies have evident that low job satisfaction will affect on the quality of care and raise the plan to leave the career among nurses. (
  • Job satisfaction in mainland China: comparing critical care nurses and general ward nurses. (
  • AIM: To explore the level of nurses' job satisfaction and compare the differences between critical care nurses and general ward nurses in Mainland China. (
  • Job satisfaction is a key factor to retain skilled nurses. (
  • The differences in job satisfaction among critical care nurses and general ward nurses are unknown. (
  • METHODS: Cross-sectional study of critical care nurses (n = 446) and general ward nurses (n = 1118) in 9 general hospitals by means of questionnaires that included the Chinese Nurses Job Satisfaction Scale and demographic scale. (
  • less educated and had less job tenure when compared with nurses working on general wards. (
  • Critical care nurses were significantly less satisfied than general ward nurses with many aspects of their job. (
  • CONCLUSION: Levels of nurses' job satisfaction can be improved. (
  • The lower job satisfaction of critical care nurses compared with general ward nurses should warn the healthcare administrators and managers of potentially increasing the critical care nurses turn over. (
  • Aim To examine nurses' perceptions of job satisfaction, empowerment, and care effectiveness following a change from team to a modified total patient care (TPC) delivery model. (
  • Nurses were committed to their jobs but relatively dissatisfied with their input into the goals and processes of the organization. (
  • Customers who have used integrated materials management report higher job satisfaction among nurses. (
  • Nurses' job satisfaction: A meta-analysis of related variables. (
  • 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. (
  • The effects of nurses' job satisfaction on retention: an Australian perspective. (
  • 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 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. (
  • Better job satisfaction (specifically, lower burnout) has been reported in a single-practice pilot project conducted within the Group Health Cooperative. (
  • Second, at the conclusion of these projects, we explored cross-sectional relationships between dimensions of practice context and clinician and staff satisfaction, stress, burnout, and intention to leave. (
  • Supervisor and collegial support seem to decrease the likelihood of suffering burnout and increase job satisfaction, although relationships were not statistically significant. (
  • And, while "fewer younger physicians, employed physicians and primary care physicians report feelings of burnout" than do their more established counterparts, the fact that older physicians are feeling a diminished sense of job satisfaction has more immediate repercussions, as these experienced doctors retire or seek other types of employment. (
  • CONCLUSIONS In this uncontrolled pilot study, participating in an abbreviated mindfulness training course adapted for primary care clinicians was associated with reductions in indicators of job burnout, depression, anxiety, and stress. (
  • Physician burnout is a pervasive health care problem characterized by a loss of emotional, mental, and physical energy due to continued job-related stress. (
  • Furthermore, we expect emotional competence to be positively associated with job satisfaction. (
  • Job satisfaction is also positively associated with higher white blood cell counts and more robust immune systems [6] , at least in a sample of female Japanese white-collar professionals. (
  • The other main conclusions of the report refer to the more obvious aspects of job satisfaction including wages and job security. (
  • CONCLUSIONS Medical home transformations that emphasize quality and open communication while minimizing office chaos may offer the best chances of improving job satisfaction. (
  • Conclusions The overall job satisfaction exceeded slightly dissatisfied (score 3) and approached slightly satisfied (score 4). (
  • We interpret these findings by building a simple occupational choice model in which financial constraints may impede firms' creation and depress labor demand, thereby pushing some individuals into self-employment for lack of salaried jobs. (
  • New research findings on employee job satisfaction. (
  • The research, led by Professor Ioannis Theodossiou, Dr David McCausland, and Kostantinos Pouliakas, of the Centre for European Labour Market Research (CELMR) at the University of Aberdeen Business School, highlights a number of key findings which demonstrate the link between job satisfaction and quality of life. (
  • Findings indicate that post-event job satisfaction is predominantly explained by pre-event satisfaction, and not by trauma. (
  • Findings from these 2 studies suggest that irrational beliefs are negatively related to both emotional competence and job satisfaction and that emotional competence is positively related to job satisfaction. (
  • The findings showed that mental health was most affected by one's feelings about their jobs. (
  • Future research could link these findings to surveys of patient satisfaction in a nationally representative sample of health care organizations. (
  • Findings indicate high satisfaction with the supervisor and supervisory experience. (
  • The findings of the research in addition, indicate that elements of job satisfaction influence overall job satisfaction. (
  • The evidence showed that workers had greater job satisfaction when they were paid by performance than when they were not - and that it improved workers' feelings about job security, something the researchers didn't expect. (
  • In model II, workers lacking a High School Diploma or a GED were found to have significantly lower satisfaction than workers with some college or higher, and being the only worker in a household with dependent children was associated with higher odds of being somewhat satisfied versus dissatisfied in model II. (
  • Workers who experienced an on-the-job injury in the past 12 months were found to have significantly lower odds of being extremely satisfied in model I, but not in model II. (
  • Millions of dollars are spent on recruitment, orientation and training for new workers who then leave the job as well as hiring temporary, replacement workers to help agencies that are short-staffed (Mittal et al. (
  • It is likely that the poor economy is contributing to some of the recent decline in satisfaction, with fewer alternatives for young workers and more older workers needing to remain in the workforce to make ends meet. (
  • The extent to which workers are able to obtain perceived job rewards is conceptualized to be a function of their degree of control over their employment situations. (
  • We found that satisfaction with the amount of leisure, with environment and with housing come last in the pecking order of happiness and well-being, career fulfilment provides workers with the means to maintain life satisfaction according to our results. (
  • Career fulfilment provides workers with the means to maintain life satisfaction according to our results. (
  • Their job satisfaction compared to non-affected workers is not lower or higher, showing that affected workers are resilient in other domains of life. (
  • Admittedly, part of the affected workers report low post-event levels of job satisfaction but, similar to non-affected workers, they already had low levels before the events. (
  • The course of job satisfaction was assessed of workers who were or were not confronted with traumatic events during that year. (
  • Results showed that affected and non-affected workers did not differ in the course of satisfaction. (
  • Traditionally, employers invest less in entry-level frontline worker job satisfaction and retention because these workers may be less difficult to replace. (
  • Frontline health workers-including nursing assistants, paramedics and pharmacy technicians-who received a combination of benefits and support from their employers had higher job satisfaction, a new study found. (
  • Executives and senior management traditionally have paid less attention to the job satisfaction of these types of workers because they are thought to be easily replaceable and require a lower level of education, note the study authors. (
  • Job satisfaction, fatigue and mental health of manual, semi-automated and automated workers. (
  • Medscape's annual analysis of how compensation influences career considerations and satisfaction finds that the percentage of physicians who would opt for a career in medicine if they had a chance to do it over again (77%) is the largest increase since the survey was first conducted in 2010, and 13 points higher than in 2016. (
  • Now in its seventh year, the report has been used by more than 400,000 physicians in the U.S. to assess information on salary, hours worked, time spent with patients, and what they find most rewarding -- and challenging -- about their jobs. (
  • More than half (53%) spend between 30 and 45 hours per week seeing patients, compared with 31% in 2012, and it's where physicians gain their greatest satisfaction and sense of purpose. (
  • While, generally, physicians were satisfied with their income levels, they reported that income stability was very important to achieving high satisfaction. (
  • However, for many physicians, the current state of EHR technology significantly worsened professional satisfaction in multiple ways. (
  • However, as the authors themselves point out, this physician job satisfaction survey data should perhaps be taken with a grain of salt: "physicians and others do not always take the steps they indicate that they will on surveys. (
  • Health wellness programs are beneficial to employee health outcomes, but they are extremely beneficial to organizations in regards to employee retention, and job satisfaction. (
  • Employee Satisfaction and Retention Maintaining employee satisfaction is an important part of running a successful organization in today's fast paced economy. (
  • With this goal of increasing customer retention, the link between the attitudes of the service provider (employee satisfaction), the customer interaction behaviors that those attitudes lead to (customer service quality), and the attitudes that those behaviors generate in the customer (customer satisfaction) has become an increasingly important area of investigation. (
  • This is noteworthy because many companies focus their leadership training and development on rising executives, VPs, and senior-level directors rather than line managers and supervisors who have a greater impact on employee satisfaction and retention. (
  • Telecommuting can also lead to a higher employee retention rate, as more than 91 percent of respondents say telecommuting is somewhat or very important to their overall satisfaction. (
  • Nurse job satisfaction and retention: comparing public to private hospitals in Jordan. (
  • Expanding the role of medical assistants to better support providers can improve not only traditional outcomes but also job satisfaction. (
  • High level of job performance has great potential to improve the quality of nursing care and to provide an excellent patient's outcomes. (
  • Pay Satisfaction and organizational outcomes. (
  • As a job becomes more complex, the individual job holder has more freedom/autonomy in performing her job. (
  • The classification implies that market oriented managerial reforms are the main source of academic stress while the high social reputation of academics in their society and academic autonomy are the source of job satisfaction. (
  • Patient happiness with treatment, the autonomy and flexibility of private practice and imparting knowledge also contributed to job satisfaction. (
  • 2.2 HISTORY OF JOB SATISFACTION The term job satisfaction was brought to lime light by hoppock (1935). (
  • They also note that in 1935 Hoppock conducted a study that focused explicitly on job satisfaction that is affected by both the nature of the job and relationships with coworkers and supervisors. (
  • Compensation contributes directly and nearly universally to teacher job satisfaction, although it is more of a concern for teachers working in poorer districts. (
  • Research suggests that, for both men and women, compensation is positively correlated with satisfaction , but that it takes more in the way of compensation to generate satisfaction for men than women. (
  • MONEY and compensation experts used Bureau of Labor Statistics growth forecasts for 7,000 jobs, and identified industries with the biggest increases in jobs requiring bachelor s degrees. (
  • Dentistry as a career has been considered a prestigious job with substantial financial compensation and job security.1 However, dentistry is not without risks. (
  • Compensation was last ranked as the top contributor to job satisfaction in 2006, well before the economy tanked, pushing the job market into a downward spiral. (
  • Furthermore, people who report the highest job satisfaction are highly self-confident individuals," adds Loehr, who notes an 85% correlation between high job satisfaction and self-confidence. (
  • If the tensions of the job take away energy, enthusiasm and time for self-renewal, the individual with high job satisfaction is at risk for becoming less engaged. (
  • There is a very close relationship between high job satisfaction and feelings of effectiveness on the job," says Dr. Loehr. (
  • People with high job satisfaction also score high on the desire to try novel approaches, face challenges and perform problem-solving both individually and in groups," says Loehr. (
  • The researchers put participants in four groups: consistently low and consistently high job satisfaction, those whose satisfaction started high but was trending down and those who started low but were trending higher. (
  • He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. (
  • Hulin and Judge (2003) have noted that job satisfaction includes multidimensional psychological responses to an individual's job, and that these personal responses have cognitive (evaluative), affective (or emotional), and behavioral components. (
  • 3 Clinicians who have been exposed to such aggression have reported experiencing feelings of vulnerability or inadequacy, 6 diminished confidence or enthusiasm for treating patients, 7 , 8 and lower job satisfaction and higher psychological stress 9 than those not exposed. (
  • The goal of this study is to analyze the relationship between occupational stress and job satisfaction, and to further examine whether psychological capital (PsyCap) can serve as a mediator between stress and job satisfaction in Chinese township cadres. (
  • Structural equation modeling was used to examine the role that psychological capital played in mediating between occupational stress and job satisfaction. (
  • Psychological capital is a mediator between the association of job stress and job satisfaction. (
  • Job Positions and Job Satisfaction Level Sudip Bista MGT6176.21 08/13/2014 Introduction Statement of Purpose: An employee in the higher occupational position tends to have a higher ability to handle job stress. (
  • 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 countries are in the high stress group and European countries are in the high satisfaction group. (
  • Our regression analysis also shows that the new public management which is measured by the performance-based management in this study is the main source of academic job stress. (
  • In addition, this study highlighted the higher education systems that are classified as the high satisfaction and high stress group. (
  • National surveys mentioned above also show the duality of job satisfaction and job stress-academics are satisfied with their job, but at the same time they feel stressed. (
  • The levels of job satisfaction and job stress differ across higher education systems. (
  • 2005 ) discussed, most job satisfaction and job stress studies are conducted in the Anglo-American countries, where the managerial reforms are actively adopted. (
  • Because of the different contexts and different degrees of managerial reforms, academic job satisfaction and job stress differ across countries. (
  • Considering the systemic differences across countries, one primary research enquiry is which system shares similarities with others in terms of job satisfaction and job stress. (
  • In addition, we assessed to what extent pre-event satisfaction, post-traumatic stress symptoms and coping self-efficacy explained post-event job satisfaction (besides other variables). (
  • In this context it was important to know how job satisfaction, job stress and mental health differ in terms of types of jobs. (
  • The study found that there is a significant positive correlation between job stress and types of job (r = .282, P (
  • Relationships of cessation of smoking with job stress, personality, and social support. (
  • However, some components of job satisfaction declined because of the recession and economic stress. (
  • Your employee's attitudes on the job is affected by his physical wellness and the amount of stress in his working life. (
  • Modeling negative affectivity and job stress: a contingency-based approach. (
  • In this respect, we expect irrational beliefs to be negatively associated with both emotional competence and job satisfaction. (
  • Organisational structure and job satisfaction in public health nursing. (
  • Job satisfaction scales vary in the extent to which they assess the affective feelings about the job or the cognitive assessment of the job. (
  • Cognitive job satisfaction does not assess the degree of pleasure or happiness that arises from specific job facets, but rather gauges the extent to which those job facets are judged by the job holder to be satisfactory in comparison with objectives they themselves set or with other jobs. (
  • The survey's primary outcome was to assess individual faculty member's overall professional satisfaction, with a secondary outcome of individual sense of feeling valued. (
  • Potentially Traumatic Events and Job Satisfaction, Journal of Occupational and Environmental Medicine (2017). (
  • These aspects of your job are the types of things that you'll want to avoid in any future career or occupational choice. (
  • Job demands and worker health: Main effects and occupational differences. (
  • RUNNING HEADER: Job Satisfaction Team Paper Job Satisfaction Team Paper PSY428 June 21, 2010 Maria Cuddy-Casey Job Satisfaction Team Paper With today's ever-changing, stressful environment individual job satisfaction is critical to the success of any organization. (
  • The German Scholars Organization had organized a careers fair, and I saw the consulate job advertised. (
  • Nowadays, increase the level of nursing satisfaction has been recognized by achieving specific criteria which measures the level of job performance in any health care organization. (
  • Multilevel analyses indicate that people became less satisfied as their tenure within a given organization increased, yet as people aged - and transitioned from organization to organization - their satisfaction increased. (
  • Sharing extrinsic values decreases life satisfaction. (
  • Results using a first-difference regression and a relative weights analysis revealed that changes in intrinsic, social, and extrinsic features corresponded to changes in satisfaction, but with differing magnitudes. (
  • Mottaz referred to these as "organizational" rewards, but we felt the label "extrinsic" is more consistent with the job satisfaction literature. (
  • with high levels of job involvement, performance and commitment. (
  • 2009, participants required a child and parent from a family to fill out an online survey which measured the amount of involvement in family leisure activities and the satisfaction with involvement of family leisure activities. (
  • Those with the highest job satisfaction score about 250 percent higher on commitment, passion, self-confidence, vision, and purpose than those in the lowest 10 percent of job satisfaction. (
  • Encouragement of genuine self-confidence is probably the number one way to achieve higher job satisfaction. (
  • Having received formal training was associated with higher satisfaction, though the odds ratio was not statistically significant for model II (extremely satisfied versus dissatisfied). (
  • Interestingly, not knowing if a pension or retirement plan was available was significantly correlated with higher satisfaction, but only for the model II. (
  • Not surprisingly, people have noted that higher levels of job satisfaction are linked to improved job performance. (
  • Positive attitudes indicate a higher job satisfaction (Armstrong, 2006). (
  • Teachers with more control over their curriculum and classroom choices reported higher levels of job satisfaction. (
  • Remember that higher numbers mean lower satisfaction. (
  • The association between life satisfaction and job satisfaction is stronger for higher educated individuals and self-employed and weaker for women, married individuals, religious individuals and those of younger age. (
  • Another key finding of the report shows that in most of the countries studied the high educated have a significantly lower level of job satisfaction and/or the low educated have a higher level of job satisfaction. (
  • Wages are generally considered to have a positive impact on job satisfaction and across all the countries studied, a higher wage has a significantly positive effect on job satisfaction. (
  • The higher levels of mental health problems for those with low job satisfaction may be a precursor to future physical problems," added Hui Zheng, Associate Professor at Ohio State. (
  • Last week, the Association for Supply Chain Management (ASCM) released its 2019 Supply Chain Salary and Career Survey Report , which found that those in the supply chain have higher job satisfaction and salary prospects than average. (
  • Satisfaction with remuneration was slightly higher in smaller rural towns, even though the hours worked there were less predictable," Dr McGrail said. (
  • Employee satisfaction in higher education: The case of academic and administrative staff in Turkey. (
  • To improve their job satisfaction, respondents said higher pay (46%) and more vacation time (31%) would help. (
  • This study examined teachers' job satisfaction in Tanzania. (
  • The study also showed that teachers' friendship and cooperation with coworkers and students as well as the respect of community members also enhanced their satisfaction in teaching. (
  • An existing, validated questionnaire12 modified from the Dentists Satisfaction Survey (DSS)1 was used for this study. (
  • Professor Theodossiou added: Our research provided us with a unique opportunity to study the relationship between an individual s working situation and quality of life and, as our research has highlighted, the link between career fulfilment and life satisfaction cannot be underestimated. (
  • To the best of our knowledge, this is the first prospective comparative study assessing the impact of traumas in daily life on job satisfaction, using a population based sample. (
  • PURPOSE We undertook a study to evaluate the effects of medical home transformation on job satisfaction in the primary care setting. (
  • For the study, the team examined job satisfaction trajectories for people from age 25 to 39-year-old. (
  • Dr Matthew McGrail from the Gippsland Medical School and the School of Rural Health at Monash University and his co-authors conducted a study investigating whether the level of professional satisfaction of Australian general practitioners varied according to community size and location. (
  • While pay and job security remain essential to employee satisfaction, trust, open communication, professional development, and company reputation play an increasingly important role, according to a study by Ultimate Software. (
  • The reasons for the enthusiasm in the study of this concept is owing to the fact that the scientific management has long been replaced by the softer and humane side of management which does not look only at how to get the job done but also how to motivate or influence the workforce to perform without much cohesion from the management. (
  • In order to overcome some of the constraints, this study attempts to contribute to existing literature by carrying out an analytical study using recognizable dimensions of organizational culture and investigating if they have a significant relationship with employee job satisfaction. (
  • This study examined the ralationship of organizational structure and job satisfaction in Iranain iron companies. (
  • The aim of the present study was to examine the job satisfaction and attrition rates of early career physiotherapists graduating from one Western Australian university. (
  • This was a cross-sectional study, in which the causal effects of job satisfaction could not be determined. (
  • The paper examined university staff overall job satisfaction in Sunyani Technical University in a survey of 100 respondents in a cross-sectional study and a quantitative design. (
  • The study of staff's job satisfaction in educational institute-A case study on middle and elementary schools in Kaohsiung. (
  • Objectives This study aims to analyse the associations between general practitioner (GP) retirement, job satisfaction and attitudes towards a mandatory accreditation scheme. (
  • In a study by Hribernik and Mussap (2010), leisure satisfaction was found to predict unique variance in life satisfaction, supporting its inclusion as a distinct life domain contributing to subjective well-being. (
  • Employee job attitudes were measured using job satisfaction and organizational commitment scales based on Harrison et al. (
  • Managers in service industries in China should carefully monitor employee job attitudes towards the empowerment practices. (
  • Contributing to attitude engagement theory, job attitudes consisting of job satisfaction and organizational commitment explain the success of empowerment implementation in Chinese service organisations. (
  • Job attitudes: Review of research and opinion. (
  • Logistic regression analyses were used to determine the associations between practice retirement and job satisfaction and attitudes towards accreditation. (
  • The link between life satisfaction and job satisfaction is the same in countries with low and high GDP per capita. (
  • By University of Aberdeen, Job satisfaction is the most critical factor for life satisfaction and well-being, according to new research by a team of economists at the University of Aberdeen. (
  • The relationship between leisure satisfaction and life satisfaction, however, was reduced when considering the impact of core affect (underlying mood state). (
  • And while only 59.4 percent of respondents are satisfied with their salary, nearly 75 percent of respondents are happy with their job in general. (
  • Despite that, nearly 74 percent of respondents are satisfied with their jobs, according to the survey, up from 69.8 percent in 2014. (
  • Respondents rated 37 items related to job satisfaction and working and living conditions using a Likert scale, which ranged from 1 (strongly disagree) to 5 (strongly agree). (
  • Overall non-job related activities (leisure activities) can be more important and a better predictor of QOL as opposed to variables of job related activities. (
  • Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (affective job satisfaction). (
  • Researchers found that sex, race/ethnicity, and rank were not significantly associated with individual job satisfaction or feeling valued. (
  • Comparisons are made both within and across countries to identify similarities and differences in job satisfaction. (
  • Additionally, relationship status interacted with age group and gender on differences in leisure satisfaction. (
  • Multiple regression analysis identified a model that included quality of care, dentist-patient relations, gender, and personal time, which accounted for 39.3% of the variation in overall job satisfaction. (
  • Create a custom job satisfaction survey, or get a jumpstart with an employee satisfaction survey template from our expert methodologists. (
  • Susan Meisinger from the Society of Human Research Management talks about results of an employee satisfaction survey. (
  • Employee satisfaction contributes directly to organizational growth and ultimately to the bottom line, the survey said. (
  • Customer Satisfaction Survey. (
  • However, if we leave the single question aside and seek multi-item satisfaction measures we quickly find a disquietingly large number of survey instruments purporting to measure job satisfaction. (
  • Indeed, with its revelation that about half of all doctors are feeling burned out and fed up with the healthcare industry, the survey of more than 17,000 doctors indicates that physician job satisfaction is on the decline, implying that the nation's ongoing physician shortage may get worse before it gets better. (
  • Methods A self-administered online survey was conducted of 157 Notre Dame physiotherapy graduates (2006-2012), incorporating a job satisfaction rating scale. (
  • Owners and presidents of dairy processing firms have the highest job satisfaction, according to our exclusive survey. (
  • Scholars' understanding of this relationship has been limited because studies have generally not simultaneously considered the two primary time metrics in job satisfaction research - age and tenure - and have instead relied on cross-sectional research designs. (
  • One explanation for the low satisfaction score by those in R&D and quality assurance/quality control functions could be their age and tenure. (
  • Glenwood Community, a retirement community in Marietta, has been recognized for its efforts in providing the highest level of service to its residents by Holleran, a firm that specializes in conducting resident engagement and satisfaction surveys. (
  • Rumrill & Hennessey, 2001), the vast majority of them have held jobs in the past. (
  • Although a faculty job can be incredibly fulfilling, academic faculty often face the dual pressures of decreased support for teaching and increased demands for clinical and research productivity with expectations for innovative learning opportunities to be adopted into practice. (
  • The goal of this research is to analyze the relationships that exist between these three variables: employee satisfaction, customer service quality, and customer satisfaction in a mid-sized retail bank. (
  • Published research identifies 3 main aspects of the practice environment affecting job satisfaction in primary care. (
  • The research revealed that those with low job satisfaction and downward trending careers had more problems like back pain and frequent colds compared to the ones with high satisfaction group. (
  • The research underpinned the assessment of the link between professional business education and job performance along with career progression in the case of Ka- rachi, Pakistan. (
  • The research further tested the moderation of satisfaction level of stakeholders. (
  • The dispositional approach suggests that individuals vary in their tendency to be satisfied with their jobs, in other words, job satisfaction is to some extent an individual trait. (
  • This has implications for possible limitations in the extent to which leisure satisfaction may be improved beyond pre-existing levels of well-being and mood in individuals. (
  • What if a worker is satisfied with some job aspects but not others? (
  • Quantitative job demands, conflicting demands, decision authority, and skill discretion showed no relation with sickness absence due to low back pain. (
  • Importantly, job satisfaction influences productivity and performance, as well as the quality of life. (
  • Being trusted to make patient care decisions and feeling respected by patients were not significantly associated with job satisfaction. (
  • We found that satisfaction with the amount of leisure, with environment and with housing come last in the pecking order of happiness and well-being, said Professor Theodossiou. (
  • We also found the relationship between the type of occupation and the level of job satisfaction is one of the most strongest and most cross-country results, continued Professor Theodossiou. (
  • Moreover, it found that nursing satisfaction is creating a chain, as high level of nursing satisfaction lead to high quality of care and this can result in patient satisfaction within the care. (
  • Of the 29 satisfaction measures surveyed, only seven were found to have sufficient reliability and construct validity. (
  • We found that there is a cumulative effect of job satisfaction on health that appears as early as your 40s," said lead author Jonathan Dirlam, doctoral student at The Ohio State University, in the US. (
  • The results found that the effect on professional business education on job performance and career progression was found to be significant in the case of Karachi, Pakistan. (
  • Moreover, the modera- tion was also found to be significant of satisfaction level of stakeholders includ- ing corporate personalities, managers, students, and teachers between professional business education and job performance. (
  • We also found that job rewards, as exemplified by pay, mediated these relationships. (
  • The level of job satisfaction varies across grade levels and disciplines. (
  • Using the scale shown above, rate your level of satisfaction with the following aspects of your job. (
  • Now list the items below for which your satisfaction level was a 1 or a 2. (
  • This suggests that leisure satisfaction may primarily be influenced by an individual's subjective well-being level as represented by core affect. (
  • Also important for job satisfaction was having a pension or retirement plan available. (
  • Additionally, this kind of motivators plays an important role with regard to building up and keeping job satisfaction in the public sector. (
  • Also important to their satisfaction is their students' success in and after school, which reveals the teachers' sense of duty and responsibility. (
  • There are many different aspects of a job as well as many different jobs available and certain aspects to a job may be more important and desirable to an individual. (
  • Relations between students and teachers and between parents and teachers are also important in determining satisfaction. (
  • This is mainly because, either as an individual or as an important inter-related factor, job satisfaction forms a significant part of the literature in Human Resource Management. (
  • First, we evaluated longitudinal effects of 2 medical home pilot projects on multiple dimensions of practice environment and job satisfaction. (
  • Results Less than half (n = 107, 42.5%) of anesthetists were satisfied with their job. (
  • RESULTS Between baseline and 30 months, job satisfaction improved in Rhode Island ( P =.03) but not in Colorado. (
  • The results will help you to clarify the aspects of a job that most directly contribute to your career satisfaction. (
  • The results showed that nearly 45 per cent of participants had consistently low job satisfaction, while another 23 per cent had levels that were trending downward through their early career. (
  • Results Results showed that lowered job satisfaction was related to working in the cardiorespiratory area of physiotherapy and working in multiple jobs since graduation. (