Health Facility Environment
Attitude of Health Personnel
Respiratory Therapy Department, Hospital
Allied Health Personnel
Hospital Bed Capacity, 100 to 299
Medical Staff, Hospital
Factor Analysis, Statistical
Health Facility Administrators
Quality of Health Care
Work Schedule Tolerance
Interior Design and Furnishings
Physical Therapy Department, Hospital
Patient Care Team
Rural Health Services
Health Care Surveys
Quality of Life
Community Health Nursing
Community Health Centers
Primary Health Care
Quality Assurance, Health Care
Physicians, Primary Care
Interviews as Topic
Decision Making, Organizational
Health Care Reform
Health Maintenance Organizations
Academic Medical Centers
Community Health Workers
Marketing of Health Services
Physical Therapy Specialty
Analysis of Variance
Education, Medical, Continuing
Outcome Assessment (Health Care)
Reproducibility of Results
Papua New Guinea
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)
Radiculopathy is a medical condition that occurs when there is damage or compression of the nerve roots in the spine. The nerve roots are the branches of the spinal cord that carry sensory and motor information from the body to the brain and vice versa. When these nerve roots are damaged or compressed, it can cause pain, numbness, weakness, and other symptoms in the affected area. Radiculopathy can be caused by a variety of factors, including herniated discs, spinal stenosis, spinal tumors, infections, and injuries. The symptoms of radiculopathy can vary depending on the location and severity of the nerve damage, but they often include pain that radiates from the back down the legs, numbness or tingling in the feet or hands, muscle weakness, and difficulty with bowel or bladder control. Treatment for radiculopathy depends on the underlying cause and the severity of the symptoms. It may include medications, physical therapy, injections, or surgery. In some cases, conservative treatments may be sufficient to manage the symptoms, while in other cases, more aggressive interventions may be necessary.
Burnout, professional, is a psychological syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment in response to chronic work stress. It is a common condition among healthcare professionals, particularly those who work in high-stress environments such as emergency departments, intensive care units, and long-term care facilities. Burnout can lead to decreased job satisfaction, increased absenteeism, and increased risk of medical errors. It can also have negative effects on physical health, including cardiovascular disease and immune system dysfunction. Treatment for burnout may include counseling, stress management techniques, and changes to work environment and responsibilities.
Consumer satisfaction in the medical field refers to the level of satisfaction that patients feel with the healthcare services they receive. It encompasses a range of factors, including the quality of care, the accessibility of services, the friendliness and professionalism of healthcare providers, the comfort and cleanliness of the healthcare facility, and the overall experience of the patient. Consumer satisfaction is an important metric for healthcare providers and organizations, as it can impact patient loyalty, patient retention, and patient referrals. It can also influence the reputation of the healthcare provider and the organization, as well as their ability to attract new patients. To measure consumer satisfaction in the medical field, healthcare providers and organizations often use surveys and other forms of feedback to gather information from patients about their experiences. This information can then be used to identify areas for improvement and to make changes that can enhance the overall quality of care and the patient experience.
The attitude of health personnel refers to the beliefs, values, and emotions that healthcare providers bring to their work with patients. It encompasses their approach to patient care, their level of empathy and compassion, their communication skills, and their overall demeanor towards patients and colleagues. A positive attitude of health personnel is essential for providing high-quality patient care. It can help to build trust and rapport with patients, improve communication and collaboration with colleagues, and enhance the overall patient experience. On the other hand, a negative attitude can have a detrimental effect on patient care, leading to misunderstandings, conflicts, and poor outcomes. Healthcare providers are trained to develop a positive attitude towards their work and their patients. This includes cultivating empathy, compassion, and respect for patients, as well as developing effective communication and interpersonal skills. Additionally, healthcare organizations may provide training and support to help staff maintain a positive attitude and cope with the challenges of working in the healthcare field.
Career mobility in the medical field refers to the ability of a healthcare professional to move up the career ladder or switch to a different area of specialization within the medical field. This can include transitioning from a lower-level position, such as a medical assistant, to a higher-level position, such as a physician, or switching from one area of medicine, such as pediatrics, to another, such as cardiology. Career mobility in the medical field can be influenced by a variety of factors, including education and training, work experience, networking, and personal and professional goals. For example, a physician who wants to specialize in a particular area of medicine may need to complete additional training and certification programs, while a medical assistant who wants to advance to a higher-level position may need to gain more experience and develop additional skills. Overall, career mobility in the medical field can provide healthcare professionals with opportunities to grow and develop their careers, as well as to pursue their interests and passions within the field.
Allied Health Personnel (AHPs) are healthcare professionals who provide a wide range of services to support the delivery of healthcare. They are not medical doctors, but they play a critical role in the healthcare system by providing specialized services that complement the work of physicians and other healthcare providers. AHPs include professionals such as nurses, physical therapists, occupational therapists, speech-language pathologists, dietitians, pharmacists, medical laboratory technologists, radiologic technologists, respiratory therapists, and many others. They work in a variety of settings, including hospitals, clinics, long-term care facilities, schools, and private practices. AHPs are trained to provide specialized care in their respective fields, and they work closely with physicians and other healthcare providers to ensure that patients receive comprehensive and coordinated care. They may also be involved in research, education, and advocacy to advance the field of healthcare and improve patient outcomes.
Cross-sectional studies are a type of observational research design used in the medical field to examine the prevalence or distribution of a particular health outcome or risk factor in a population at a specific point in time. In a cross-sectional study, data is collected from a sample of individuals who are all measured at the same time, rather than following them over time. Cross-sectional studies are useful for identifying associations between health outcomes and risk factors, but they cannot establish causality. For example, a cross-sectional study may find that people who smoke are more likely to have lung cancer than non-smokers, but it cannot determine whether smoking causes lung cancer or if people with lung cancer are more likely to smoke. Cross-sectional studies are often used in public health research to estimate the prevalence of diseases or conditions in a population, to identify risk factors for certain health outcomes, and to compare the health status of different groups of people. They can also be used to evaluate the effectiveness of interventions or to identify potential risk factors for disease outbreaks.
In the medical field, a career choice refers to the decision made by an individual to pursue a specific career path within the medical profession. This decision is typically based on a variety of factors, including personal interests, skills, and values, as well as the potential for job satisfaction, financial stability, and professional growth. Some common career choices in the medical field include becoming a doctor, nurse, physician assistant, pharmacist, or medical researcher. Each of these careers requires a different level of education and training, as well as different job responsibilities and work environments. Choosing a career in the medical field can be a complex and challenging process, as it involves making important decisions about education, training, and career advancement. It is important for individuals considering a career in medicine to carefully research their options and consider their personal goals and interests before making a decision.
Lysergic acid is a chemical compound that is naturally produced by the ergot fungus. It is also synthesized in the laboratory and is known for its psychoactive properties. In the medical field, lysergic acid is used as a research tool to study the effects of hallucinogens on the brain and behavior. It is also used in the treatment of certain medical conditions, such as cluster headaches and Tourette's syndrome. However, lysergic acid is also known for its potential for abuse and recreational use, and it is a controlled substance in many countries.
Occupational diseases are illnesses or injuries that are caused by exposure to hazards or conditions in the workplace. These hazards or conditions can include chemicals, dusts, fumes, radiation, noise, vibration, and physical demands such as repetitive motions or awkward postures. Occupational diseases can affect various systems in the body, including the respiratory system, skin, eyes, ears, cardiovascular system, and nervous system. Examples of occupational diseases include asbestosis, silicosis, coal workers' pneumoconiosis, carpal tunnel syndrome, and hearing loss. Occupational diseases are preventable through proper safety measures and regulations in the workplace. Employers are responsible for providing a safe and healthy work environment for their employees, and workers have the right to report hazards and seek medical attention if they experience any symptoms related to their work.
In the medical field, data collection refers to the process of gathering and organizing information about patients, their health conditions, and their medical treatments. This information is typically collected through various methods, such as medical history interviews, physical exams, diagnostic tests, and medical records. The purpose of data collection in medicine is to provide a comprehensive understanding of a patient's health status and to inform medical decision-making. This information can be used to diagnose and treat medical conditions, monitor the effectiveness of treatments, and identify potential health risks. Data collection in medicine is typically carried out by healthcare professionals, such as doctors, nurses, and medical researchers. The data collected may include demographic information, medical history, physical examination findings, laboratory test results, and imaging studies. This information is often stored in electronic health records (EHRs) for easy access and analysis. Overall, data collection is a critical component of medical practice, as it enables healthcare professionals to provide personalized and effective care to their patients.
Dental assistants are healthcare professionals who work under the supervision of dentists to provide a range of dental care services to patients. They are responsible for assisting dentists during procedures, preparing patients for treatment, taking and developing dental x-rays, sterilizing equipment, and maintaining dental records. Dental assistants may also perform administrative tasks such as scheduling appointments, answering phones, and billing patients. They play a vital role in ensuring that dental procedures are performed safely and efficiently, and they are an important part of the dental team.
Community Health Nursing is a specialized field of nursing that focuses on promoting and maintaining the health of individuals, families, and communities. It involves working with people in a variety of settings, including schools, homes, workplaces, and community centers, to identify and address health needs and risks. Community Health Nurses work to prevent illness and injury by providing education and resources to individuals and families, as well as advocating for policies and programs that promote health equity and access to care. They may also provide direct care to patients with acute or chronic illnesses, as well as coordinate care with other healthcare providers. In addition to providing clinical care, Community Health Nurses also work to address the social determinants of health, such as poverty, discrimination, and lack of access to resources, which can impact a person's health and well-being. They may work with community organizations, government agencies, and other stakeholders to develop and implement strategies to address these issues and improve the health of the community as a whole.
Community Health Centers (CHCs) are primary care facilities that provide comprehensive, high-quality, and culturally competent health services to individuals and families in underserved communities. CHCs are typically non-profit organizations that are funded by the federal government and are required to provide care to a medically underserved population, including low-income individuals, uninsured individuals, and those with limited English proficiency. CHCs offer a wide range of services, including primary care, dental care, behavioral health services, and health education. They also provide access to specialty care, laboratory services, and prescription medications. CHCs often have partnerships with other healthcare providers and organizations to ensure that patients receive coordinated and comprehensive care. CHCs are designed to be patient-centered, meaning that they prioritize the needs and preferences of their patients. They also strive to be community-based, working closely with local organizations and leaders to address the unique health needs of their communities. Overall, CHCs play a critical role in improving access to healthcare for underserved populations and promoting health equity.
I'm sorry, but I'm not aware of any specific medical term or concept related to "Austria" in the medical field. Austria is a country located in Central Europe, and it is known for its beautiful landscapes, rich cultural heritage, and contributions to various fields such as music, art, and science. If you have any further information or context regarding the term "Austria" in the medical field, please let me know, and I will do my best to provide you with a more accurate answer.
In the medical field, "Adaptation, Psychological" refers to the process by which individuals adjust to and cope with stressors, trauma, and other challenging life events. This can involve a range of psychological mechanisms, such as cognitive restructuring, emotional regulation, and social support seeking. Psychological adaptation can be influenced by a variety of factors, including an individual's personality traits, coping skills, social support network, and access to resources. It is an important aspect of mental health and well-being, as individuals who are able to effectively adapt to stressors are more likely to experience positive outcomes and maintain good mental health over time. Psychological adaptation can also be studied in the context of specific populations, such as refugees, military personnel, and individuals with chronic illnesses, to better understand the unique challenges they face and develop effective interventions to support their adaptation.
In the medical field, cell adhesion refers to the process by which cells stick to each other or to a surface. This is an essential process for the proper functioning of tissues and organs in the body. There are several types of cell adhesion, including: 1. Homophilic adhesion: This occurs when cells adhere to each other through the interaction of specific molecules on their surface. 2. Heterophilic adhesion: This occurs when cells adhere to each other through the interaction of different molecules on their surface. 3. Heterotypic adhesion: This occurs when cells adhere to each other through the interaction of different types of cells. 4. Intercellular adhesion: This occurs when cells adhere to each other through the interaction of molecules within the cell membrane. 5. Intracellular adhesion: This occurs when cells adhere to each other through the interaction of molecules within the cytoplasm. Cell adhesion is important for a variety of processes, including tissue development, wound healing, and the immune response. Disruptions in cell adhesion can lead to a variety of medical conditions, including cancer, autoimmune diseases, and inflammatory disorders.
In the medical field, "Decision Making, Organizational" refers to the process of making decisions at the organizational level, such as strategic planning, resource allocation, and policy development. This involves considering various factors, such as patient care, financial considerations, and regulatory requirements, and making informed choices that benefit the organization as a whole. Effective organizational decision making is critical for the success of healthcare organizations and the delivery of high-quality care to patients.
In the medical field, communication refers to the process of exchanging information between healthcare providers and patients, as well as among healthcare providers themselves. Effective communication is essential for providing high-quality healthcare and ensuring that patients receive the best possible care. Medical communication involves not only verbal communication but also nonverbal communication, such as body language and facial expressions. It also includes written communication, such as medical records and discharge summaries. Effective medical communication involves active listening, clear and concise speaking, and the ability to ask questions and provide feedback. It also involves the use of appropriate medical terminology and the ability to explain complex medical concepts in a way that is easily understood by patients. In addition to patient-provider communication, medical communication also includes communication among healthcare providers, such as between physicians, nurses, and other members of the healthcare team. Effective communication among healthcare providers is essential for ensuring that patients receive coordinated and consistent care.
In the medical field, Contract Services refer to agreements between healthcare providers and third-party companies or organizations to provide specific services or support. These services can include a wide range of activities such as medical billing, transcription, coding, and consulting services. Contract Services can be beneficial for healthcare providers as they can help to reduce costs, improve efficiency, and allow them to focus on their core clinical responsibilities. For example, a healthcare provider may enter into a contract with a medical billing company to handle the administrative tasks associated with billing and insurance claims, freeing up the provider's time to focus on patient care. Contract Services can also be beneficial for third-party companies or organizations as they can provide a steady stream of revenue and allow them to specialize in specific areas of healthcare. For example, a medical transcription company may specialize in transcribing medical records for healthcare providers, allowing them to provide high-quality services to a large number of clients. Overall, Contract Services play an important role in the medical field by providing healthcare providers with the support they need to operate efficiently and effectively, while also providing third-party companies or organizations with a valuable source of revenue.
An Academic Medical Center (AMC) is a type of medical institution that combines the functions of a hospital, research center, and medical school. The primary goal of an AMC is to provide high-quality patient care, conduct cutting-edge medical research, and train the next generation of healthcare professionals. AMCs typically have a large number of beds and a wide range of medical specialties, including surgery, medicine, pediatrics, obstetrics and gynecology, and neuroscience. They often have affiliations with universities and medical schools, which allow them to attract top faculty and train medical students, residents, and fellows. In addition to providing patient care and conducting research, AMCs also play a critical role in advancing medical knowledge and improving healthcare outcomes. They often collaborate with other healthcare institutions and organizations to share knowledge and resources, and they may also participate in clinical trials and other research initiatives. Overall, AMCs are important centers of medical innovation and excellence, and they play a vital role in advancing the field of medicine and improving the health and well-being of patients around the world.
Community Health Workers (CHWs) are individuals who are trained to provide basic health care services and health education to people in their communities. They are often called upon to work in underserved or disadvantaged communities where access to healthcare may be limited. CHWs may work in a variety of settings, including clinics, hospitals, schools, and community centers. CHWs are typically non-licensed healthcare professionals who have received specialized training in health education, health promotion, and disease prevention. They may also have training in basic medical skills, such as taking vital signs and administering medications. CHWs work closely with healthcare providers and other community members to identify health needs, develop and implement health programs, and provide support and resources to individuals and families. The role of CHWs is to bridge the gap between healthcare providers and the communities they serve. They are often able to build trust and rapport with community members, which can help to increase access to healthcare and improve health outcomes. CHWs may also work to address social determinants of health, such as poverty, housing insecurity, and food insecurity, which can have a significant impact on health. Overall, CHWs play a critical role in improving health outcomes and promoting health equity in communities.
Clinical competence in the medical field refers to the ability of a healthcare professional to provide safe, effective, and ethical patient care. It encompasses a range of skills, knowledge, and attitudes that are necessary for the delivery of high-quality healthcare services. Clinical competence includes both technical skills, such as the ability to perform medical procedures and interpret diagnostic tests, as well as non-technical skills, such as communication, teamwork, and decision-making. It also involves an understanding of the latest medical research and best practices, as well as an ability to apply this knowledge to individual patients in a compassionate and ethical manner. Clinical competence is typically evaluated through a combination of formal assessments, such as board exams and performance evaluations, as well as informal assessments, such as patient feedback and peer review. Healthcare professionals are expected to continuously improve their clinical competence through ongoing education and training, as well as self-reflection and self-assessment.
Anesthesiology is a medical specialty that focuses on the administration of anesthesia and the management of pain during medical procedures, surgeries, and other medical treatments. Anesthesiologists are responsible for ensuring that patients are safely and effectively anesthetized for procedures, monitoring patients during and after anesthesia, and managing any complications that may arise. Anesthesiologists use a variety of techniques and medications to induce anesthesia, including general anesthesia, regional anesthesia, and local anesthesia. They also use advanced monitoring equipment to continuously monitor patients' vital signs and adjust anesthesia as needed to maintain optimal patient safety and comfort. In addition to administering anesthesia, anesthesiologists are also involved in the management of pain, both during and after surgery. They may use a variety of techniques and medications to manage pain, including opioids, non-opioid analgesics, and nerve blocks. Overall, anesthesiology is a critical specialty in modern medicine, as it plays a vital role in ensuring that patients are safely and effectively anesthetized and pain-free during medical procedures and treatments.
Musculoskeletal pain refers to pain or discomfort in the muscles, bones, ligaments, tendons, or nerves of the body's musculoskeletal system. This can include pain in the back, neck, shoulders, hips, knees, or other joints, as well as pain in the muscles or tendons that support these joints. Musculoskeletal pain can be acute, meaning it lasts for a short period of time, or chronic, meaning it persists for more than 12 weeks. It can be caused by a variety of factors, including injury, overuse, poor posture, or underlying medical conditions such as arthritis or fibromyalgia. Treatment for musculoskeletal pain may include medication, physical therapy, or other interventions, depending on the underlying cause and severity of the pain.
In the medical field, certification refers to the process of attaining a professional credential or license that verifies an individual's knowledge, skills, and qualifications in a particular area of healthcare. Certification is typically granted by a professional organization or regulatory body after an individual has completed a certain level of education, training, and experience, and has passed a standardized exam or other assessment. Certification can be obtained in a variety of areas within healthcare, including nursing, pharmacy, physical therapy, occupational therapy, speech-language pathology, medical laboratory science, and many others. The purpose of certification is to ensure that healthcare professionals have the necessary knowledge and skills to provide safe, effective, and high-quality care to patients. Certification can also demonstrate an individual's commitment to ongoing professional development and can enhance their career opportunities and earning potential. Many employers require or prefer certified healthcare professionals, and some insurance companies may offer reduced rates for patients treated by certified providers.
In the medical field, absenteeism refers to the absence or unavailability of a healthcare professional, such as a doctor, nurse, or other medical staff member, from their workplace due to illness, injury, or other reasons. This can lead to a shortage of staff and potentially impact the quality of care provided to patients. Absenteeism can also have financial implications for healthcare organizations, as they may need to hire temporary staff or pay overtime to cover for the absent employee.
In the medical field, "age factors" refer to the effects of aging on the body and its various systems. As people age, their bodies undergo a variety of changes that can impact their health and well-being. These changes can include: 1. Decreased immune function: As people age, their immune system becomes less effective at fighting off infections and diseases. 2. Changes in metabolism: Aging can cause changes in the way the body processes food and uses energy, which can lead to weight gain, insulin resistance, and other metabolic disorders. 3. Cardiovascular changes: Aging can lead to changes in the heart and blood vessels, including increased risk of heart disease, stroke, and high blood pressure. 4. Cognitive changes: Aging can affect memory, attention, and other cognitive functions, which can lead to conditions such as dementia and Alzheimer's disease. 5. Joint and bone changes: Aging can cause changes in the joints and bones, including decreased bone density and increased risk of osteoporosis and arthritis. 6. Skin changes: Aging can cause changes in the skin, including wrinkles, age spots, and decreased elasticity. 7. Hormonal changes: Aging can cause changes in hormone levels, including decreased estrogen in women and decreased testosterone in men, which can lead to a variety of health issues. Overall, age factors play a significant role in the development of many health conditions and can impact a person's quality of life. It is important for individuals to be aware of these changes and to take steps to maintain their health and well-being as they age.
Analysis of Variance (ANOVA) is a statistical method used to compare the means of three or more groups. In the medical field, ANOVA can be used to compare the effectiveness of different treatments, interventions, or medications on a particular outcome or variable of interest. For example, a researcher may want to compare the effectiveness of three different medications for treating a particular disease. They could use ANOVA to compare the mean response (e.g., improvement in symptoms) between the three groups of patients who received each medication. If the results show a significant difference between the groups, it would suggest that one medication is more effective than the others. ANOVA can also be used to compare the means of different groups of patients based on a categorical variable, such as age, gender, or race. For example, a researcher may want to compare the mean blood pressure of patients in different age groups. They could use ANOVA to compare the mean blood pressure between the different age groups and determine if there are significant differences. Overall, ANOVA is a powerful statistical tool that can be used to compare the means of different groups in the medical field, helping researchers to identify which treatments or interventions are most effective and to better understand the factors that influence health outcomes.
Anxiety is a common mental health condition characterized by excessive and persistent worry, fear, and unease about everyday situations or events. It can also manifest as physical symptoms such as restlessness, irritability, muscle tension, and difficulty sleeping. In the medical field, anxiety is typically diagnosed and treated by mental health professionals such as psychiatrists, psychologists, and therapists. Treatment options for anxiety may include medication, psychotherapy, or a combination of both. It is important to note that anxiety can be a symptom of other medical conditions, so it is important to consult a healthcare provider if you are experiencing symptoms of anxiety.
In the medical field, "Canada" typically refers to the country located in North America, bordered by the United States to the south and the Arctic Ocean, Atlantic Ocean, and Pacific Ocean to the north, east, and west, respectively. Canada is the second-largest country in the world by land area and has a diverse population of over 38 million people. In the context of healthcare, Canada has a publicly funded healthcare system known as Medicare, which provides universal coverage for medically necessary hospital and physician services to all Canadian citizens and permanent residents. However, there are also private healthcare options available in Canada, and some Canadians may choose to seek medical treatment outside of the country. Canada is also home to a number of world-renowned medical research institutions and universities, including the University of Toronto, McGill University, and the University of British Columbia, which conduct cutting-edge research in fields such as genetics, immunology, and neuroscience.
In the medical field, "China" typically refers to the People's Republic of China, which is a country located in East Asia. China has a large and diverse population, and its healthcare system is one of the largest in the world. The country has made significant progress in improving access to healthcare and reducing mortality rates in recent years. In terms of medical research and development, China has become an important player in the global biomedical community. The country has a growing number of research institutions and has made significant investments in medical research and development. China is also home to a large and diverse population, which provides a rich source of data for medical research. Overall, "China" in the medical field typically refers to the country's healthcare system, medical research and development, and its role in the global biomedical community.
JEL classification codes
Society for Human Resource Management
Computer user satisfaction
Sandwell Community Caring Trust
Industrial and organizational psychology
Donald Francis Roy
Happiness at work
Health outcomes for adults born prematurely
Job Satisfaction | Model | Workplace Health Promotion | CDC
Is job satisfaction u-shaped in age ?
Job Satisfaction at a High Thanks to Work/Life Balance Strides
PA job satisfaction and career plans : JAAPA
job satisfaction Archives - Mind Tools
2018 K-12 IT Salary & Job Satisfaction Survey -- THE Journal
Job Rankings by Satisfaction - Vault
The Role of Knowledge Management on Job Satisfaction: A Systematic Framework: Security & Forensics Book Chapter | IGI Global
EconPapers: Job Satisfaction and Employee Turnover: A Firm-Level Perspective
Nursing Career Satisfaction vs. Job Satisfaction | RN.com
Clarifying the Link Between Job Satisfaction and Absenteeism: The Role of Guilt Proneness | Stanford Graduate School of Business
New Report Provides Insights into New Social Workers' Demographics, Income, and Job Satisfaction > www.socialworkers...
Skillsoft's 2023 Women in Tech Report: Job Satisfaction Drops as Gender Imbalance Grows - HRO Today
Jeong S.H. (2006) Factors related to job satisfaction among South Korean dentists. Community Dentistry and Oral Epidemiology,...
WHO EMRO | Job satisfaction and burnout among Palestinian nurses | Volume 15, issue 1 | EMHJ volume 15, 2009
High Job Satisfaction Week: Gist, Glue, Medialets, Pogoplug, Cohen, Eminem and more... - McInBlog
Community College Chief Academic Officers' Role Perception, Job Satisfaction and Propensity to Leave their Institutions - weLEAD
Passion and Purpose at Work. Passion never comes from pressure! When the job becomes a mission, job satisfaction, making a...
Exploring the Relationship Between Education Level and Job Satisfaction
Relationship of organizational culture, teamwork and job satisfaction in interprofessional teams | BMC Health Services Research...
Job Satisfaction of Academic Staff in the Higher Education: Evidence from Private Universities in UAE | Jawabri | International...
Making the best of a bad job? Measuring job satisfaction in Wales - Sefydliad Ymchwil Cymdeithasol ac Economaidd a Data Cymru
A Study Of Job Satisfaction Among Directors of Classified Personnel In Merit (Civil Service) Systems in California Public...
Job satisfaction of nursing home administrators and turnover.
The effects of employee empowerment on employee job satisfaction: A study on hotels in Turkey | Emerald Insight
Association between job satisfaction and alcohol use: a systematic review
12 Job Satisfaction Interview Questions & Answers
"Leadership Attitudes and Job Satisfaction in Physical Therapy Clinical" by Elizabeth Anne Weekley Thompson
ASEE PEER - Staying In or Getting Out: The Relationship Between Undergraduate Work Exposure and Job Satisfaction After...
- Job Dissatisfaction And Labour Turnover:Evidence From Brazil ," Anais do XXXVIII Encontro Nacional de Economia [Proceedings of the 38th Brazilian Economics Meeting] 135, ANPEC - AssociaÃ§Ã£o Nacional dos Centros de PÃ³s-GraduaÃ§Ã£o em Economia [Brazilian Association of Graduate Programs in Economics]. (repec.org)
- On multivariate analysis, burnout increased the odds of job dissatisfaction, intent to reduce work hours within the next year, and intent to leave the current practice in the next 2 years. (lww.com)
- A substantial body of literature supports that burnout among physicians increases the risk of poor quality of care, job dissatisfaction, job turnover, and lower productivity. (lww.com)
- Palestinian nurses face many challenges in their daily work due to decreased chances of job advancement and emotional exhaustion which may lead to job dissatisfaction. (who.int)
- Health care administrators and policy-makers have a responsibility to find solutions to problems that cause job dissatisfaction and burnout among nurses to ensure the delivery of quality health care services. (who.int)
- Consequently, the stressful nature of nursing can ultimately lead to job dissatisfaction and burnout [2-7]. (who.int)
- Meanwhile, 30% of female technologists are reporting dissatisfaction with their current growth potential and 36% are considering leaving their jobs due to a lack of equity in opportunities. (hrotoday.com)
- We know little about factors associated with job satisfaction and dissatisfaction for nursing home workers. (duke.edu)
- Factors that can influence job dissatisfaction or suffering are present in different ways and with different repercussions. (bvsalud.org)
- Everyone will have some particular triggers that cause them to feel dissatisfaction on the job. (mockquestions.com)
- I can feel dissatisfaction on the job when I am not feeling heard or when there is not mutual respect among the team members. (mockquestions.com)
- We investigated the association between structural capabilities and primary care NP job outcomes (ie, burnout , job dissatisfaction, and intent to leave). (bvsalud.org)
- Primary care NPs report lower burnout , job dissatisfaction, and intent to leave when working in practices with greater structural capabilities for care delivery. (bvsalud.org)
- When antecedent becomes consequent: an examination of temporal order of job dissatisfaction and verbal aggression exposure. (cdc.gov)
Determinants of Job Satisfaction2
- Medscape Physician Assistant Career Satisfaction Report 2023 Most physician assistants (PAs) said that they are glad they chose this career and would do it again. (medscape.com)
- The Importance of Being in Control of Business: Work Satisfaction of Employers, Own-account Workers and Employees ," Tinbergen Institute Discussion Papers 15-047/VII, Tinbergen Institute. (repec.org)
- As organizations have shifted toward more remote-work models and adoption of hybrid/remote jobs became more mainstream, employees gained unprecedented access to expanded opportunities,' she said. (shrm.org)
- In this paper, I study an employment situation where the employer and the employees cooperate about the implementation of a job satisfaction survey. (repec.org)
- Drawing on withdrawal and process models of absenteeism, we argue that job satisfaction predicts absences for employees who are low (but not high) in guilt proneness because low guilt-prone people's behaviors are governed more by fulfilling their own egoistic desires than by fulfilling others' normative expectations. (stanford.edu)
- In each study, we use measures of employees' guilt proneness and job satisfaction to predict their subsequent workplace absences. (stanford.edu)
- As a practical application of these findings, the researchers suggest that leaders should try to better manage the greater job demands that their highly educated employees face. (ioatwork.com)
- Leadership Styles and Their Relationship with the Private University Employees' Job Satisfaction in United Arab Emirates. (macrothink.org)
- Figure 1 shows how the derived indices of job satisfaction vary among employees across Britain. (wiserd.ac.uk)
- Within the SES, employees in the South exhibit the lowest levels of satisfaction. (wiserd.ac.uk)
- With both WERS and the BHPS, employees in the North exhibit the lowest levels of job satisfaction. (wiserd.ac.uk)
- The purpose of this study was to investigate the general job satisfaction, intrinsic job satisfaction, and extrinsic job satisfaction levels of Directors of Classified Personnel in the 97 Merit (Civil Service ) Systems school districts in California that employ approximately 60 percent of classified employees. (dissertation.com)
- Also examined was the influence or relationship of job satisfaction to variables such as the Director's gender, age, highest degree (or equivalent) earned, years of Director experience, size of organization (district), responsibility for certificated only or both certificated (teaching) and classified (non-teaching) employees, and current minimum and maximum monthly salary amounts. (dissertation.com)
- No significant relationship was found between any of the job satisfaction measurements and gender, age, degree attainment, years of experience, size of district, responsibilities for employees, and salary levels. (dissertation.com)
- Specifically, through the lens of emotional contagion theory, we suggest that low levels of job satisfaction in employees are detectable by others, which in turn leads them to engage in verbal aggression directed toward those employees. (cdc.gov)
- Interpersonal conflict, lack of supervisor support, low job control, task overload, and work-family imbalance are examples of job stressors that can have detrimental health effects and interfere with the ability of employees to function optimally both in and outside of work. (cdc.gov)
- Here, we introduce three web-based Total Worker Health® training programs that promote supportive leadership behaviors to reduce employee exposure to workplace stressors and corresponding job stress to improve employees' physical and mental health, including cardiovascular disease risk factors such as hypertension. (cdc.gov)
- Employees who view their supervisors, organization, or both as being supportive of family priorities report experiencing significantly less work-family conflict, greater job satisfaction and increased organizational commitment. (cdc.gov)
- 18-20 A common and significant barrier to achieving work-life balance is work-family conflict, where the demands of the job affect employees' abilities to meet health, financial, and/or safety needs at home and, conversely, when the demands of home life make it difficult to meet work responsibilities. (cdc.gov)
- 13 Although PAs frequently change specialties throughout their career and job stress contributes to turnover, little is known about the relationship between burnout and job satisfaction, intent to leave the current practice, or intent to reduce clinical work hours among PAs in the United States. (lww.com)
- 3,4,10,14,15 Given the critical role of PAs in providing access to care and the projected physician workforce shortage, this study explored the relationship between burnout and job satisfaction and career plans among PAs. (lww.com)
- We propose that the relationship between job satisfaction and absenteeism depends partly on guilt proneness. (stanford.edu)
- In Study 2, we extend our hypothesis tests to 2 traits that are conceptually comparable to guilt proneness (i.e., moral identity and agreeableness), showing that these traits similarly moderate the relationship between job satisfaction and absenteeism. (stanford.edu)
- This national study will provide important evidence of the relationship between role perception, job satisfaction, and propensity to leave for community college CAOs. (leadingtoday.org)
- The relationship between education and job satisfaction is one that requires further exploration. (ioatwork.com)
- 2022) explores the relationship between education and job satisfaction with two studies. (ioatwork.com)
- The results of the meta-analysis reveal that, overall, there is practically no relationship between education and job satisfaction. (ioatwork.com)
- However, in the second study, the researchers explore unique pathways in which education may actually have a positive or negative relationship with job satisfaction. (ioatwork.com)
- According to these models a relationship between organizational culture (input = I), interprofessional teamwork (process = P) and job satisfaction (output = O) is postulated. (biomedcentral.com)
- the Relationship Between Rewards Systems and Job Satisfaction a Case Study At Teachers Service Commission-Kenya. (macrothink.org)
- Work is one of the main orienters of mental life, making it relevant to investigate the relationship between mental disorders, especially alcohol use, and job satisfaction. (bvsalud.org)
- Evidence of a moderate positive correlation was found in cross-cutting, but that changes over time, and that the relationship between job satisfaction and use of alcohol is moderated by burnout, working conditions, job demand and control, relationship with the leader, social support and work climate. (bvsalud.org)
- One of the analysis dimensions on the relationship with work is satisfaction. (bvsalud.org)
- The markers of this theory consider job satisfaction a function of the relationship between what an individual wants from his work and what he realizes he gets. (bvsalud.org)
- However, little research examines the relationship between practice structural capabilities and nurse practitioner (NP) job outcomes. (bvsalud.org)
- The current study builds upon this past research by examining the temporal direction of the relationship between verbal aggression exposure and job satisfaction. (cdc.gov)
- Job satisfaction and the psychosocial work environment: does the relationship vary by hospital patient care workers' age? (cdc.gov)
- 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. (cdc.gov)
- Associates assess their own firms on a range of workplace issues related to career development, job satisfaction, and quality of life. (vault.com)
- Job satisfaction in a work place is a feeling of contentment that a n employee derive from his role and responsibilities in the workplace and is dependent upon a number of factors, pertaining to personal, organizational and environmental factors. (macrothink.org)
- This study draws on a sample of 1,409 patient care workers across two hospitals in the United States to explore the moderating effect of age in associations between job satisfaction and individual-workplace psychosocial exposures. (cdc.gov)
- Jeong S.H. (2006) Factors related to job satisfaction among South Korean dentists. (scirp.org)
- The survey has been divided into ten internal and external factors to determine job satisfaction of academic staff. (macrothink.org)
- It also found that only few factors have positively influenced job satisfaction, especially, supervisor support, promotion and support from colleagues. (macrothink.org)
- Psychological and social factors such as a history of childhood abuse or neglect, exposure to war or other catastrophic events, and low job or life satisfaction have also been associated with an increased risk of fibromyalgia. (medlineplus.gov)
- The Conference Board's annual survey , which asked workers about 26 components of their jobs, including work/life balance, health benefits, leave policies, retirement plans, workload and leadership-finds that every aspect of work has improved since the previous year's survey. (shrm.org)
- Overall, NHAs were more satisfied with the job satisfaction subscales of: rewards, work skills, and workload but were less satisfied with work demands and coworkers. (duke.edu)
- Respondents reported moderate levels of job satisfaction and moderate burnout. (who.int)
- Nearly 40% of respondents are considering switching job roles. (hrotoday.com)
- These questions ask respondents about overall levels of satisfaction with life, happiness, anxiety and the extent to which respondents thought that the things that they did in life were worthwhile. (wiserd.ac.uk)
- Indices of satisfaction with work can be constructed from these sources based on both 'catch all' questions on overall job satisfaction and from more detailed questions that ask respondents how satisfied or dissatisfied they are with particular aspects of their jobs, such as pay, promotion prospects, job security relationships with colleagues etc. (wiserd.ac.uk)
- New data out from The Conference Board, a research organization, shows that overall job satisfaction among U.S. workers-particularly those who recently changed jobs-hit its highest levels on record last year. (shrm.org)
- Although physician assistants (PAs) report high levels of job satisfaction, studies suggest that about one-third of PAs have substantial symptoms of burnout, which is characterized by emotional exhaustion, depersonalization (cynicism), and reduced professional efficacy. (lww.com)
- The report also found that satisfaction levels vary between age groups. (rn.com)
- In particular, they found that people with higher levels of education were more likely to have greater job resources (income, job autonomy, and job variety), which in turn were related to lower levels of job stress and higher levels of job satisfaction. (ioatwork.com)
- However, people with higher levels of education were also more likely to have greater job demands like longer work hours, as well as increased pressure, intensity, and urgency - these in turn were associated with higher job stress and lower job satisfaction. (ioatwork.com)
- Additionally, the researchers found that the association between higher levels of education and lower job satisfaction was more pronounced for females than males. (ioatwork.com)
- An index value of less than 100 indicates below average levels of job satisfaction. (wiserd.ac.uk)
- The analysis demonstrates that for four of the five indices of job satisfaction derived from the three survey sources, reported levels of job satisfaction are higher in Wales than across other parts of Great Britain. (wiserd.ac.uk)
- There may be a number of reasons for the higher levels of job satisfaction in Wales. (wiserd.ac.uk)
- The scarcity of work in Wales may contribute to a higher perceived cost of job loss and increased levels of satisfaction among those who are fortunate enough to be in employment. (wiserd.ac.uk)
- In the context of high levels to trade union membership, the existence of arguably a better climate of industrial relations in Wales may also contribute to higher job satisfaction - particularly among union members who tend to express lower levels of satisfaction with work. (wiserd.ac.uk)
- In this investigation, the authors use data from a large sample of nursing home administrators (NHAs) to examine: (1) their levels of job satisfaction, (2) whether job satisfaction is associated with intent to leave, (3) whether job satisfaction is associated with turnover after 1 year, and (4) whether job satisfaction after 1 year varies for NHAs who left based on where they subsequently worked. (duke.edu)
- The job satisfaction levels among the professionals were considered good, and the block that scored the lowest satisfaction was personal time. (bvsalud.org)
- The survey included the Maslach Burnout Inventory and items on job satisfaction and career plans. (lww.com)
- The instruments included a demographic questionnaire, the Minnesota satisfaction questionnaire and the Maslach burnout inventory. (who.int)
- Les instruments utilisés comprenaient un questionnaire démographique, le questionnaire MSQ (Minnesota satisfaction questionnaire) et l'échelle MBI (Maslach burnout inventory). (who.int)
- Previous research has shown how greater education can be associated with positive outcomes like more attractive job opportunities, but also with negative outcomes like lower organizational commitment. (ioatwork.com)
- Knowledge management positively mediates the relationships between organizational culture and job satisfaction and between organizational learning and job satisfaction. (igi-global.com)
- Overall, 62.3 percent of U.S. workers were satisfied in 2022-up from 60.2 percent in 2021 and 56.8 percent in 2020 and the highest level recorded since The Conference Board started conducting its annual job satisfaction survey in 1987. (shrm.org)
- Just 28% of female technologists report being extremely satisfied with their jobs compared to 44% in 2021. (hrotoday.com)
- Overall 82.7% of PAs were satisfied with their job, 32.2% indicated intent to leave their current position, and 19.5% reported intent to reduce work hours. (lww.com)
- Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literature. (macrothink.org)
- NHAs appeared particularly sensitive to work skills, with this area of job satisfaction being associated with intent to turnover and actual turnover. (duke.edu)
- In general, the authors found a stronger association with job satisfaction and actual turnover than with intent to turnover. (duke.edu)
- The Impact of Primary Care Practice Structural Capabilities on Nurse Practitioner Burnout, Job Satisfaction, and Intent to Leave. (bvsalud.org)
- We estimated linear probability models to assess the association between structural capabilities and NP job outcomes, controlling for NP work environment , demographics, and practice features. (bvsalud.org)
- Practice leaders should further invest in structural capabilities to improve primary care provider job outcomes. (bvsalud.org)
- Additionally, results support the postulation that job satisfaction leads to physical strain outcomes through verbal aggression exposure. (cdc.gov)
- Work-family conflict can be a significant source of job stress that has been associated with multiple negative health outcomes including cardiovascular disease, depression and burnout, work-related injury, obesity, and addictive behaviors (i.e., smoking and alcohol use). (cdc.gov)
- Additionally, this information has wider relevance to health systems in planning for emerging infections, including pandemic influenza ( http://www.who.int/csr/disease/influenza/inforesources/en ) and the potential for bioterrorism ( 19 ). (cdc.gov)
- This could help prevent inadvertently causing the extra job stress that hurts job satisfaction. (ioatwork.com)
- Job Stress and Work Schedules in Relation to Nurse Obesity. (cdc.gov)
- Perceived job stress, job satisfaction, and psychological symptoms in critical care nursing. (cdc.gov)
- Job stress has significant impacts on the short and long-term health and well-being of the U.S. workforce. (cdc.gov)
- The association between job stress and the onset and progression of cardiovascular disease has been well-documented in the medical and psychological research literature. (cdc.gov)
- 1-3 Persistent job stress significantly increases workers' risk of experiencing stress cardiomyopathy, 3 incident coronary heart disease, and stroke. (cdc.gov)
- The health consequences of job stress create a significant burden on the economy. (cdc.gov)
- The global cost of job stress is estimated to range from $221 million to $187 billion per year, with 70-90% of the costs due to productivity loss. (cdc.gov)
- Decreasing exposure to adverse working conditions linked to job stress is a key focus of NIOSH and its partners in academia, labor, and industry. (cdc.gov)
- Research shows that supportive leadership can be an important factor in reducing the negative effects of job stress. (cdc.gov)
- The results of this study show that having greater education is associated with trade-offs, such that the positive effects of incurring more job resources are largely offset by also incurring more job demands. (ioatwork.com)
- Job satisfaction can be considered a pleasurable emotional state resulting from the evaluation of work in relation to the individual's values (Locke, 1976). (bvsalud.org)
- The role is rapidly changing on a daily basis, which can directly affect a CAO's perception of their role, as well as their job satisfaction and ultimately their propensity to leave their institutions. (leadingtoday.org)
- This study was conducted to take a further look beyond previous studies on CAOs' role perception, job satisfaction, and propensity to leave. (leadingtoday.org)
- The data comes as employers make advances in efforts to boost employee satisfaction. (shrm.org)
- Using a unique combination of firm-level data and information from job satisfaction surveys, the empirical analysis reveals that the cooperation reduces the firm's employee turnover costs significantly by improving its ability to predict quits. (repec.org)
- Scholars@Duke publication: Job satisfaction of nursing home administrators and turnover. (duke.edu)
- Job satisfaction of nursing home administrators and turnover. (duke.edu)
- The Impact of Wage Increases on Job Satisfaction - Empirical Evidence and Theoretical Implications ," IZA Discussion Papers 387, Institute of Labor Economics (IZA). (repec.org)
- To help you prepare for your job interview, here are 12 interview questions that are focused on your career satisfaction. (mockquestions.com)
- Caitlin Duffy, director in the Gartner HR practice, said she's not surprised that job satisfaction has increased over the past few years, as the COVID-19 pandemic 'had a seismic impact on the dynamics of the talent market. (shrm.org)
- The main objective of this study is to determine the impact of employee empowerment on job satisfaction. (emerald.com)
- and the outlook for the future is positive - these according to the results of our third-annual K-12 IT Salary & Job Satisfaction Survey. (thejournal.com)
- But a much smaller percentage of nurses are satisfied with their actual jobs, according to the latest Survey of Registered Nurses conducted by AMN Healthcare, which surveyed more than 3,400 nurses for this year's report. (rn.com)
- The 2013 survey found that only 73% of nurses were satisfied with their current jobs, while 35% said they often feel like resigning and 33% indicated that if they had their way, they would not be working in their current nursing job a year from now. (rn.com)
- A Survey about the Correlation between Accountability , Job Satisfaction , Job Performance , Job Tension and Organizational Citizenship Behavior ( OCB ) in Faculty Members of East Azerbaijan PNU, 3(11), 781-786. (macrothink.org)
- To serve this purpose, empowerment is taken into consideration as two dimensions - i.e. behavioral and psychological - and the effect of employee empowerment on the level of job satisfaction was examined by taking these two dimensions into consideration as a whole and separately. (emerald.com)
- A questionnaire was employed in order to collect data on job satisfaction as well as behavioral and psychological empowerment. (emerald.com)
- Furthermore, correlation and regression analyses indicate that psychological and behavioral empowerment has a significant effect on job satisfaction, and the effect is much greater when psychological and behavioral empowerment are taken as a whole. (emerald.com)
- Studies into the relation between employee empowerment and job satisfaction on the whole focus on only one aspect of empowerment, i.e. either behavioral empowerment or psychological empowerment. (emerald.com)
- This study incorporates behavioral and psychological empowerment together as the components of empowerment, unlike previous studies in the literature, in determining their effect on job satisfaction. (emerald.com)
- The study concludes that the academic staff of the private universities in UAE has been significantly satisfied with their jobs. (macrothink.org)
- The report provides insights into new social workers' demographic and educational backgrounds, the types of jobs they are taking, the populations they are serving, their experience in the job market, and their satisfaction with their new jobs. (socialworkers.org)
- Increasing job satisfaction of healthcare workers is important for workers themselves, their employers, and their patients. (cdc.gov)
- Results: the workers identified potentialities of the service such as structuring, effectiveness, quality of care and team interaction, which generate satisfaction. (bvsalud.org)
- The findings suggest that the most positive aspects related to job satisfaction are relations with the colleagues and physical conditions, while the most negative aspect is the wage issue, i.e. unfair payment. (emerald.com)
- This note provides results of further analysis of different measures of job satisfaction that are available from 3 nationally representative surveys of employment that are conducted within Britain to explore whether the earlier findings of higher job satisfaction in Wales can be corroborated. (wiserd.ac.uk)
- The results showed that 35 % of job satisfaction is predicted by a structural equation model that includes both organizational culture and teamwork. (biomedcentral.com)
- Results of cross-lagged structural equation model tests showed a significant job satisfaction to verbal aggression path over time, but a nonsignificant verbal aggression to job satisfaction path over time. (cdc.gov)
- Some are Punished and Some are Rewarded: A Study of the Impact of Performance Pay on Job Satisfaction ," MPRA Paper 14243, University Library of Munich, Germany. (repec.org)
- Some are Punished and Some are Rewarded: A Study of the Impact of Performance Pay on Job Satisfaction ," Labor and Demography 0505019, University Library of Munich, Germany. (repec.org)
- This study has important implications for higher education management in the development of job satisfaction of academic staff in the UAE. (macrothink.org)
- Academic Staff Job Satisfaction in Saudi Arabia : A Case Study of Academic Institutions in the Eastern Province of Saudi Arabia. (macrothink.org)
- This apart, it is thought that the study will provide some insights for managers in terms of enhancing job satisfaction and the effect of empowerment on job satisfaction as well as making a contribution to the literature. (emerald.com)
- Pelit, E. , Öztürk, Y. and Arslantürk, Y. (2011), "The effects of employee empowerment on employee job satisfaction: A study on hotels in Turkey", International Journal of Contemporary Hospitality Management , Vol. 23 No. 6, pp. 784-802. (emerald.com)
- Marcia Faller, PhD, RN, chief clinical officer for AMN Healthcare, reported that of the 3,400 nurses surveyed, 9 out of 10 are satisfied with their career choice, but 1 out of every 3 are unhappy with their current job. (rn.com)
- When the job becomes a mission, job satisfaction, making a difference - motivation. (globalchange.com)
- Job Satisfaction in the "Big Four" of Europe: Reasoning Between Feeling and Uncertainty Through CUB Models ," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement , Springer, vol. 139(1), pages 205-236, August. (repec.org)
- The influence of trade unions on job satisfaction in Wales is a topic of ongoing research being undertaken as part of the Trade Union Membership, Associational Life and Wellbeing project. (wiserd.ac.uk)
- Job satisfaction is a significant factor in whether people stay or leave their employers. (mockquestions.com)
- Our work environment is important, both for securing job satisfaction and avoiding accidents. (lu.se)
- Satisfaction with salary was lower, with 72.8% being very or somewhat satisfied. (socialworkers.org)
- To test this postulation, 309 emergency medical professionals completed surveys that assessed verbal aggression exposure and job satisfaction across three time points. (cdc.gov)
Effect on job satisfaction1
- It argues that dimensions of organizational culture, organizational learning, and knowledge management have mediated positive effect on job satisfaction. (igi-global.com)
- Many were no longer constrained by geographic availability of open roles and had the freedom to pursue jobs in a wider range of locations, which increased the probability of finding a role that best fit their interests and preferences. (shrm.org)
- It was found that Directors of Classified Personnel in California Merit System school districts were generally, intrinsically, and extrinsically satisfied with their jobs. (dissertation.com)
- Technology professionals in education are, for the most part, quite satisfied with their jobs. (thejournal.com)
- Of course, in general I feel like an insanely lucky guy to have the job that I do, so my job satisfaction stays at a pretty high level most of the time. (ryanmcintyre.com)
- nonetheless, it results in great satisfaction with the entire job done. (who.int)
- Male nurses were more likely than females to plan on leaving their jobs in the year ahead. (rn.com)