Job satisfaction of health care staff employed at health centres in Turkey

The objective of the study was to identify job satisfaction levels and their causes among health care workers employed at public health centres. A survey was therefore carried out of health care workers in 21 health centres in Konya, Turkey. The Minnesota Satisfaction Questionnaire was used to investigate job satisfaction. The satisfaction score and proportion of those satisfied were determined according to demographic features. The percentage of satisfied health care workers was 60% and the satisfaction score was 3.8 +/- 0.5. Midwives had the lowest satisfaction scores. Working environment and income were the most important factors for dissatisfaction. There was no correlation between global satisfaction and other demographic variables. These results showed that the health care workers at public health centres in the province have low satisfaction scores. Improving working conditions and income may improve the overall quality of health care provision.     

某热电厂工人工作满意感与职业应激相关因素的关系

目的 探讨热电厂工人工作满意感与职业应激相关因素的关系.方法 采用整群抽样的方法对某热电厂875名工人进行调查,用职业应激测量工具、工作内容问卷和付出-回报失衡问卷等测试热电厂工人的工作满意感、职业应激因素、应激反应、个体特征、应付策略和社会支持.结果 不同性别、文化程度、婚姻状况、吸烟和饮酒组间工作满意感评分比较,差异无统计学意义(P＞0.05).不同年龄和工龄组间工作满意感评分比较,差异有统计学意义(P＜0.01).相关分析结果表明,工作满意感与对人的责任、对事的责任、提升机会、决定水平、工作稳定性、回报、心理卫生、正性情感、自尊感、上级支持、同事支持和应对策略呈正相关(P＜0.01或P＜0.05),与角色模糊、角色冲突、工作前景未知性、工作需求、负性情感、抑郁症状和工作心理控制源呈负相关(P＜0.01或P＜0.05).方差分析结果表明,工作满意感评分高组对人的责任、对事的责任、提升机会、决定水平、工作稳定性、回报、心理卫生、正性情感、自尊感和缓解因素评分明显高于工作满意感评分中等或低水平者(P＜0.01),而工作满意感评分高组角色模糊、角色冲突、工作前景未知性、工作需求、工作心理控制源和抑郁症状评分低于工作满意感中等或低水平者(P＜0.01或P＜0.05).多因素logistic回归分析结果表明,低回报者发生工作不满意感的风险约为高回报者的4倍(OR=3.773),低社会支持和工作心理控制源外控者发生工作不满意感的风险是高社会支持和内控者的2倍多(OR值分别为2.419和2.219).每日紧张感、低控制策略、低支持策略、低决定水平和负性情感均是工作不满意的危险因素(OR=1.125～1.790),而自尊感和正性情感可使工作不满意感发生的风险降低.结论 增加工作中的决定水平、社会支持和应对策略、回报,减少角色冲突与模糊、工作需求、负性情感,可提高工人的工作满意感水平.     

徐州市环卫工人生活条件与工作满意度调查

目的 调查徐州市环卫工人生活条件与满意度,为针对性地改善徐州市环卫工人生活条件提供参考。 方法 在徐州市五个区各随机抽取100名环卫工人,采用面对面问卷调查法收集资料,分析不同条件、环境下工人对工作满意度的差异。 结果 接受调查的环卫工人中,年龄分布范围30~71岁,主要以中老年职工为主,50岁以下仅占10.8%,工龄大多在5年及以下。对工作满意、比较满意、一般、不满意的比例分别为21.6%、30.4%、26.2%、21.8%;不同文化水平、不同薪酬、拥有不同家庭关系的工人对环卫工作的满意度差异无统计学意义(P>0.05);而是否给予培训、是否展开健康教育、不同工作环境、不同日工作时长、与同事之间的关系不同、自我社会地位评价不同的工人对工作满意度差异均有统计学意义(P<0.01)。拥有各项福利、社会保障的工人对环卫工作满意度较高(P<0.01)。 结论 徐州市环卫工人劳动强度大,工作环境差,社会保障不健全,多种因素可能影响工人对职业的满意度。相关部门应加强对环卫工人的劳动、生活和社会保障的关注,并采取针对性的应对措施,提高环卫工人的生活质量。     

某油田工人工作心理控制源与职业应激的关系

目的 调查某油田工人工作心理控制源的一般状况及其与职业应激各因素的关系.方法 运用一般调查问卷和职业紧张测量工具对582名油田工人进行调查.结果 年龄≥30岁组与＜30岁组间工作心理控制源评分的差异有统计学意义(t=2.093,P=0.037);外控性强组在人际关系、对人的责任、提升、参与机会、任务一致性、工作自主性、工作挑战性、工作满意感、心理卫生、自尊心、应对策略的评分均低于内控性强组,而在角色模糊、工作前景、抑郁症状、社会支持的评分均高于内控性强组,差异均有统计学意义(P＜0.05).工作心理控制源评分与角色模糊、工作前景、抑郁症状、社会支持呈正相关;与人际关系、提升、参与机会、任务一致性、工作挑战性、工作满意感、心理卫生、自尊心、应付策略呈负相关.多元回归分析,工作心理控制源是工作满意感的主要预测因素.结论 工作心理控制源与职业应激多种因素有相关关系,油田工人中外控性强者比内控性强者经历更多的职业应激.     

石油化工工人职业应激因素对工作满意感和心理健康的影响

目的 探讨石油化工企业工人职业应激的来源及影响其工作满意感和心理健康的主要职业应激因素.方法 采用职业紧张量表(OSI),对某市石油化工企业532名职工进行职业应激因素的调查,其中化工组345人,后勤部门职工187人作为对照组.结果 化工组工作场所中物理环境差,工作缺乏控制,工作危险性大,工作单调,角色冲突、角色模糊较对照组严重;化工组的工作满意感和心理健康得分(分别为36.867±0.656,43.734±0.542)低于对照组(40.321±0.901,46.714±0.745),差异有统计学意义(P<0.01).结论 化工工人工作中存在职业应激因素,这些因素不同程度地影响着化工工人的工作满意感和心理健康.     

Job stressors and job stress among teachers engaged in nursing activity

Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress. This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1,461 teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and 831 teachers completed the questionnaire. Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity. The scores for total health risk among male and female teachers engaged in nursing activity were 102 points and 98 points, respectively. These scores were not markedly above 100 points which is the mean score in the Japanese general population.     

社区医护人员工作满意度与职业紧张的关系

目的了解社区医护人员工作满意度状况并探讨其与职业紧张的关系,从而采取有效措施以提高社区医护人员的工作满意度。方法采用横断面调查方法,于2009年12月-2010年2月,随机抽取辽宁省30所社区卫生服务中心(站)的1 500名医护人员为对象进行自填式问卷调查。采用明尼苏达满意度问卷(MSQ)测量工作满意度,工作内容问卷(JCQ)和付出-回报失衡问卷(ERI-Q)测量职业紧张。应用分层回归分析社区医护人员工作满意度与职业紧张的关系。结果辽宁省社区医护人员的工作满意度平均得分为67.87。社会支持(β=0.35)、工作自主(β=0.27)、付出回报比值(β=-0.11)与工作满意度密切相关。结论应加强对社区医护人员工作满意度的关注,采取合理的保护措施以降低社区医护人员的职业紧张,提高其工作满意度。     

安徽省农村基层卫生人员工作满意度及影响因素简

目的：分析农村基层卫生人员满意度及影响因素,为加强卫生人才队伍建设提供参考。方法：在安徽省抽取3个样本县发放调查问卷,共调查380名乡镇卫生院人员和村医,用多元线性回归方法分析工作满意度的影响因素,对定性资料的主要问题和观点进行提炼。结果：基层卫生人员总体满意度水平较低,仅有40．90％的人对工作满意;不同满意度因子中,对收入水平、福利等最不满意;不同专业人员中,村医满意度最低。收入水平低、工作量大是工作满意度低的主要影响因素。结论：较低的工作满意度会导致较低的服务质量和较高的人员流失率,亟需将增加的政府投入转变为卫生人员收入与福利水平的改善,进而提高工作满意度水平,这是吸引和留住农村基层卫生人才的关键。     

Effects of stable and changing demand-control histories on worker health

OBJECTIVES: The present study examined effects of stability and change in exposure to job demands and job control (demand-control histories) in relation to the strain hypothesis of Karasek's demand-control model. METHODS: The hypotheses [(i) high (low) levels of ill health were expected for workers exposed to stable 1 levels of high (low) job demands and low (high) job control; (ii) decreases (increases) in strain-related health outcomes were expected for workers with positive (negative) changes in job demands and job control; (iii) workers reporting major changes in job demands or control were expected to report more "objective" job changes] were tested with a group-by-time analysis of variance using data from a four-phase Dutch cohort study on musculoskeletal disorders, absenteeism, stress, and health. Associations between demand-control histories and job changes were tested in a log-linear analysis. RESULTS: The hypotheses for the stable exposure groups were supported for depression and job satisfaction. Those for positive and negative changes were partially supported. There was no relation, however, between the level of stability or changes in exposure to demands and control for the registered duration and frequency of sickness absence. Finally, the results showed that workers reporting major changes in demand-control histories over time had more job changes, and those reporting job changes towards high strain jobs evaluated the changes as more distressful. CONCLUSIONS: This longitudinal study supports the strain hypothesis of the demand-control model and shows a significant association between major changes in demand-control histories and job changes.     

Stress, mental health & job satisfaction among nurse managers.

This study investigated sources of stress and their effects on mental health and job satisfaction among nurse managers in the United States. One hundred and forty-four nurse managers completed questionnaires containing information concerning three kinds of variables: the degree of stress experienced at work, the personality of the individual, and characteristics of life situations away from work. It was found that in general the nurse managers were satisfied with their jobs, although they reported high stress on the job. They reported better mental health than normative groups. Using multivariate analysis, it was found that all three types of variables were necessary for prediction of mental health and job satisfaction. This finding supports the person-environment fit theory of occupational stress.     

某热电厂工人自尊感与职业紧张相关因素的关系

[目的]探讨热电厂工人自尊感与职业紧张相关因素的关系。[方法]采用整群抽样方法对某热电厂875名工人进行调查,用职业紧张测量工具、工作内容问卷和付出-回报失衡问卷等测试电厂员工的自尊感、职业紧张因素、紧张反应、个体特征、应付策略和社会支持。[结果]不同性别、文化程度、婚姻状况、吸烟、饮酒、年龄和工龄组间自尊感评分比较,差异无统计学意义（P〉0.05）。相关分析结果表明,自尊感与提升机会、决定水平、工作稳定、回报、心理卫生、正性情绪、工作满意感、上级支持及同事支持呈正相关（P〈0.01或P〈0.05）,与角色模糊、角色冲突、工作前景、躯体需求、负性情绪、抑郁症状、每日紧张感和工作心理控制源呈负相关（P〈0.01或P〈0.05）。方差分析结果显示,自尊感评分低、中、高水平组间提升机会、决定水平、工作稳定性、回报、心理卫生、正性情绪、工作满意感、上级支持、同事支持、控制策略和支持策略、角色冲突、角色模糊、工作前景未知性、躯体需求、工作心理控制源、抑郁症状、负性情绪评分差异具有统计学意义（P〈0.001或P〈0.05）。多因素logistic回归分析结果表明,高自尊感可减少心理健康不佳、抑郁症状和每日紧张感的发生（OR值=0.162~0.340）。[结论]自尊感与职业紧张因素、缓解因素和紧张反应的感知有关,增加自尊感可减少职业紧张。     

The impact of 'statutory duties' on mental health social workers in the UK

In the UK, applications for involuntary admission to psychiatric units are made mainly by specially trained approved social workers (ASWs). Proposed changes in the legislation will permit other professionals to undertake these statutory duties. This study aimed to examine how ASW status impacts upon work pattern and workload stresses by comparing ASWs with other mental health social workers who did not carry statutory responsibilities. A multimethod design was adopted that included a cross-sectional national survey of mental health social workers (n=237, including 162 ASWs), and a telephone survey of mental health service managers (n=60). Data were collected using a semistructured questionnaire and diary, the content of which was derived from focus-group work and standard measures. Features of job content, working patterns and conditions were described and their association with stress, burnout and job satisfaction examined. ASWs were older and had been qualified longer than non-ASWs. The working patterns and conditions of the two groups did not differ, although ASWs did more hours on duty. ASWs received less support at work, particularly from supervisors and their role afforded less decision latitude than that of non-ASWs. ASW status was related to an elevated GHQ score, particularly among males. Emotional exhaustion was very high (over two-thirds in both groups) but ASWs and non-ASWs did not differ in this or any other feature of burnout, only 8% of the sample were actually 'burnt-out', being more common among ASWs. ASWs were more dissatisfied and were more likely than non-ASWs to want to leave their job. Given that ASW status increased stress and job dissatisfaction, especially for men, and was related to a desire to leave one's current job, it seems likely that extending statutory duties to other professionals will increase levels of stress, burnout and dissatisfaction in these groups also. In turn, this might have consequences for staff recruitment and retention.     

Job stress and mental health among nonregular workers in Korea: What dimensions of job stress are associated with mental health?

Although nonregular workers experience higher job stress, poorer mental health, and different job stress dimensions relative to regular workers, little is known about which job stress dimensions are associated with poor mental health among nonregular workers. This study investigated the association between job stress dimensions and mental health among Korean nonregular workers. Data were collected from 333 nonregular workers in Seoul and Gyeonggi Province, and logistic regression analysis was conducted. Results of the study indicated that high job insecurity and lack of rewards had stronger associations with poor mental health than other dimensions of job stress when controlling for sociodemographic and psychosocial variables. It is important for the government and organizations to improve job security and reward systems to reduce job stress among nonregular workers and ultimately alleviate their mental health issues.     

Factors Explaining the Job Satisfaction of Home Care Workers Who Left Their Older Care Recipients in Israel

There are high levels of turnover among home care workers. The study goal was to examine factors connected with job satisfaction of home care workers who resigned from their jobs. A survey (self-administered questionnaire) was conducted of 197 home care workers who resigned from their jobs with a home care agency in Jerusalem. Overall job satisfaction of the home care workers was low to moderate. Memory impairment of the care recipient and quality of the relationship between the care worker and the care recipient were significant in explaining overall and intrinsic job satisfaction of the workers. Functional status (activities of daily living) and the impact of the care recipient’s cognitive status on the care worker were significant in explaining job benefit satisfaction. Home care workers who provide care to severely disabled and cognitively impaired older persons experience great work stress. They need ongoing support and training as well as better job benefits.     

The relationship between hardiness,supervisor support,group cohesion,and job stress as predictors of job satisfaction

PURPOSE: This study tested a conceptual model based on research supporting the relationship between the predictors of hardiness, supervisor support, and group cohesion and the criterions of job stress and job satisfaction and between the predictor of job stress and the criterion of job satisfaction. DESIGN: The study employed a cross-sectional research design. Survey data were collected as part of the baseline measures assessed prior to an organizational hardiness intervention. SETTING: Worksite of Dell Computer Corporation in Austin, Texas. SUBJECTS: The subjects included 160 full-time Dell employees recruited from a convenience sample representing nine work groups (response rate = 90%). MEASURES: Hardiness was measured using the Dispositional Resilience Scale (DRS), job stress was measured using the Perceived Work Stress Scale (PWSS), and supervisor support, group cohesion, and job satisfaction were measured using a proprietary employee attitude survey. RESULTS: In the proposed model, high hardiness, supervisor support, and group cohesion were related to lower levels of job stress, which in turn was related to higher levels of job satisfaction. The model also proposed direct paths from hardiness, supervisor support, and group cohesion to job satisfaction. Path analysis was used to examine the goodness of fit of the model. The proposed model was a good fit for the data (chi 2[1, N = 160] = 1.85, p = .174) with the exception of the direct path between group cohesion and job satisfaction. Substantial portions of the variances in job stress (R2 = .19) and job satisfaction (R2 = .44) were accounted for by the predictors. CONCLUSION: Implications for targeted worksite health promotion efforts to lower job stress and enhance job satisfaction are discussed.     

Work satisfaction and physical health

This analysis asks how satisfaction with one's main work role (whether that is a paid job or housework) is related to physical health. Data from a Detroit survey show that: (1) Dissatisfied people have poorer health status and take more curative health actions than do satisfied people. The dissatisfied people have higher health risks due to more smoking, drinking, and stress, and they also have health attitudes that encourage symptom perception. Poorer health explains why they take more curative actions; they actually have less faith in the value of medical care and restricted activity and less access to care than do satisfied people. (2) Work satisfaction is more important for nonemployed people than employed ones. Dissatisfied homemakers have especially numerous symptoms and high drug use. And dissatisfied, nonemployed men report a great deal of recent restricted activity and medical care. The data suggest that the homemakers focus on their day-to-day symptoms and try to relieve them by drugs; on the other hand, poor health has forced the men to quit work, and they are very unhappy about the situation. (3) Women (whether they are employed or homemakers) are more sensitive to work satisfaction than are employed men. Apparently employed men adjust better to job stresses and suffer few health consequences, whereas women cannot buffer their dissatisfactions as well. In summary, the Detroit data indicate that work satisfaction is related to good health for both sexes, and that being a dissatisfied homemaker poses especially high risks of poor health.     

Attraction and retention of qualified health workers to rural areas in Nigeria: a case study of four LGAs in Ogun State, Nigeria

INTRTODUCTION: A shortage of health workers is a major problem for Nigeria, especially in rural areas where more than 70% of the population live. At the primary care level, trained community health officers provide services normally reserved for doctors or medical specialists. The community health officers must therefore be supported and motivated to provide effective quality healthcare services. This study aimed to determine factors that will attract and retain rural and urban health workers to rural Nigerian communities, and to examine differences between the two groups. METHODS: A cross-sectional survey measured health workers' work experience, satisfaction with, and reasons for undertaking their current work; as well as reasons for leaving a work location. Data were also gathered on factors that attract health workers to rural settings and also retain them. RESULTS; Rural health workers were generally more likely to work in rural settings (62.5%) than their urban counterparts (16.5%). Major rural motivators for both groups included: assurances of better working conditions; effective and efficient support systems; opportunities for career development; financial incentives; better living conditions and family support systems. The main de-motivator was poor job satisfaction resulting from inadequate infrastructure. Rural health workers were particularly dissatisfied with career advancement opportunities. More urban than rural health workers expressed a wish to leave their current job due to poor job satisfaction resulting from poor working and living conditions and the lack of career advancement opportunities. CONCLUSIONS: Motivational factors for attraction to and retention in rural employment were similar for both groups although there were subtle differences. Addressing rural health manpower shortages will require the development of a comprehensive, evidence-based rural health manpower improvement strategy that incorporates a coordinated intersectoral approach, involving partnership with a range of stakeholders in rural health development.     

New York state case manager survey: Urban and rural differences in Job activities,job stress,and job satisfaction

The impact of stress in the workplace on employees' well-being and effectiveness has been increasingly recognized in recent years. The purpose of this research was to study the quality of working life of case managers in urban and rural community mental health programs in New York State. The objectives were to describe specific job activities and examine differences in the perceptions of job stress and job satisfaction. Urban case managers attributed greater job stress intensity and frequency than did rural workers to stressors relating to collaborating and coordinating services. Urban case managers reported higher levels of perceived job stress due to organizational support deficits than did rural workers. No differences were found for the 2 groups on job pressure stressors. The significance of the findings for mental health agencies is discussed.     

Community Care Workers in Rural Southern Illinois

This study examined factors related to community care worker job satisfaction, as a method of assessing problems related to employee turnover, based on data collected from 393 community care workers who worked with elderly clients from the 13 southernmost rural counties in Illinois in 1987. Results suggested that the majority of workers were satisfied with their job; however, there was a difference in the mean scores of those employed for more than one year and those employed for less than one year (those employed for longer than one year had significantly lower satisfaction scores than those employed for less than one year). Although only 19 individuals indicated they were intending to quit within the year, 88 respondents answered "no opinion." Reasons given why new employees quit were: low wages, no benefits, no raises or promotions, cannot cope with the elderly, do not like the elderly, or not well-suited for this type of work. Also, many of the workers responded that people quit because the job was not what they expected, they did not give it a chance, they did not receive the proper training, and that the job was too stressful or frustrating. Recommendations made on the basis of these study data include the development of a new job hierarchy (which will increase the probability of being promoted) and more detailed pre-service training program which covers in detail what new employees can expect from the job. Health education training programs are recommended as a major tool for reducing the problem of employee turnover by helping the worker manage the high levels of stress experienced on the job.     

职业应激与抑郁症状关系的性别差异

目的 探讨职业应激与抑郁症状关系的性别差异.方法 采用横断面研究设计和问卷调查方法对13家企业5338名工人进行调查,采用抑郁自评问卷调查抑郁症状,采用工作内容问卷和付出-回报失衡模式问卷调查职业应激.结果 调查对象抑郁症状检出率为31.8％,其中男性抑郁症状检出率为33.8％,女性抑郁症状检出率为27.7％,差异有统计学意义(x2=19.62,P＜0.01).男性工作心理需求、躯体需求、工作控制、付出、内在投入、负性情感评分高于女性,社会支持、回报、工作满意感评分低于女性,差异均有统计学意义(P＜0.01,P＜0.05).有抑郁症状者的工作心理需求、躯体需求、付出、内在投入、负性情感评分均高于无抑郁症状者,工作控制、社会支持、回报、工作满意感、正性情感评分低于无抑郁症状者,差异均有统计学意义(P＜0.01).男性抑郁症状者的工作心理需求、躯体需求、工作控制、内在投入、负性情感评分高于女性抑郁症状者,社会支持、回报、工作满意感评分低于女性抑郁症状者,差异均有统计学意义(P＜0.01).男性以及男性抑郁症状者的工作紧张和付出-回报失衡指数＞1者、高需求低控制和高付出低回报者的比例大于女性以及女性抑郁症状者.在心理需求和躯体需求方面,女性高需求低控制者发生抑郁症状的风险是低需求高控制者的2倍,略高于男性(OR值分别为2.04和2.17).男女高付出低回报者发生抑郁症状的风险是低付出高回报者的2.70倍.性别与工作紧张以及付出-回报失衡与抑郁症状无交互作用.结论 男女抑郁症状检出率以及与职业应激关系的差异可能是因为男女经历的工作中社会心理因素的差异造成的,工作中社会心理因素与性别对抑郁症状可能无交互作用.