Job satisfaction among selected hospital CEOs

The purpose of this study was to identify the contributors to job satisfaction of hospital chief executive officers (CEOs) using a multidimensional approach of demographic characteristics. environmental traits, and person environment fit traits. By analyzing the concept of hospital executive job satisfaction in a multidimensional approach, a more comprehensive model of the most salient determinants of job satisfaction was developed. CEOs ranked their performance highest on employee and staff relations and managerial team building and lowest on information management systems. The results of this study can be used to better understand the intricacies and uniqueness of being a hospital CEO as well as the professional and personal requirements of success.     

Job satisfaction among practice nurses in a health district

A questionaire survey of practice nurses was carried out in a health district. Sixty-three out of 86 nurses responded. In choosing a job in general practice, nurses were leaving the hierarchy of hospital nursing and looking forward to more autonomy and teamwork. However, the latter aspiration did not seem to be realized and a considerable proportion of nurses perceived poor support from their general practitioner (GP) colleagues. This study suggests that practice nurses seem to be involved more in task substitution rather than teamwork, despite conventional GP rhetoric in support of the latter.     

心理资本调节工作满意度对工作绩效的影响

  目的  初步探讨审计人员的工作满意度及心理资本与工作绩效之间的关系,为提高审计人员的工作绩效提供相关理论依据。  方法  采用整群抽样方法于2016年6 — 9月对在辽宁省锦州、沈阳、大连、凌海、黑山、北镇的审计单位和审计部门抽取的883名审计人员进行问卷调查。  结果  审计人员工作满意度、心理资本和工作绩效总分分别为（73.30 ± 14.34）、（101.43 ± 18.10）和（75.34 ± 14.03）分;相关分析结果显示,工作满意度及心理资本总分均与工作绩效总分呈正相关（r = 0.577、0.654,均P < 0.01）;工作满意度不仅可以直接影响审计人员的工作绩效,还可以通过心理资本的中介作用间接影响其工作绩效,心理资本的中介效应为0.294,占总变异的43.95 %。  结论  工作满意度和心理资本与工作绩效均存在正相关关系,心理资本在工作绩效与工作满意度之间起中介作用。     

Job and life satisfaction among rural public health nurses in Taiwan.

This study sought to examine job and life satisfaction among rural public health nurses in Taiwan. All 339 public health nurses working in 31 aboriginal townships and on three offshore Islands were surveyed through a malled questionnaire to them. The survey results showed that the public health nurses were moderately satisfied with jobs and lives in general. Areas of greatest job satisfaction included relationships with community residents and with coworkers. Areas of least job satisfaction included salary and benefits, health resources available to them, and their abilities to remain knowledgeable. It is suggested that public health administrators and government legislators take immediate and effective actions to increase the economic incentives and to provide more on the job training programs for rural public health nurses.     

Conflict among Iranian hospital nurses: a qualitative study

Background  

This study aims to explore the experience of conflict as perceived by Iranian hospital nurses in Tehran, Islamic Republic of Iran. Although conflict-control approaches have been extensively researched throughout the world, no research-based data are available on the perception of conflict and effective resolutions among hospital nurses in Iran.     

某医院护理人员工作满意度调查分析

目的 了解护理人员工作满意度现状及影响护理人员工作满意度的因素,为管理者提高护士工作满意度和工作积极性提供参考依据.方法 应用自行设计调查问卷对某院随机抽取的200名护士进行调查,收回有效问卷198份.结果 护士对自己工作总体满意度不高,对工作报酬满意度最低;不同学历、年龄、护龄、婚姻状况的护士工作满意度不同.结论 应根据影响工作满意度因素及护士需求,采取不同的管理措施及激励手段,提高工作满意度.     

Job strain and sick leave among Japanese employees: a longitudinal study

Objectives: The present study is an investigation of the association between job stress, determined on the basis of a demand–control model or worksite social support at the baseline, and absence due to illness among employed Japanese males and females. Methods: We analyzed 448 male and 81 female subjects who had taken no sick leave in the year preceding the baseline (1997) and observed them all until 1999. A self-administered questionnaire was the source information collected. It consisted of questions on socio-demographic variables, occupations, health-related behavior, a Japanese version of the Job Content Questionnaire, and the number of absences in the year preceding both the baseline and follow-up. Logistic regression analyses were used to determine how the characteristics of a job at the baseline affected sickness absence of 5 days or longer per year; controls were established for the gender, age, level of education completed, occupation, number of cigarettes smoked daily, and the amount of alcohol consumed weekly. Results: Compared to the lowest tertile of the ratio of demand to control (job strain), the highest tertile was significantly associated with an increased risk of sickness absence of 5 days or longer per year (odds ratio 3.02; 95%CI 1.00–9.16) at follow-up. The dose–response relationship was supported (p for trend <0.05). However, individual variables of job demand, job control, and worksite social support were not significantly associated with the risk of absence from illness. Conclusions: The study provided prospective evidence that job strain leads to an increased risk of sick leave among Japanese employees.     

Job satisfaction among home health aides.

This study reports on job satisfaction from a survey of 132 home health aides using Locke's Action Tendency Interview Schedule. The major findings were that respondents who had been employed in home health care for five years or less were more satisfied than those who had been working in the area for a longer period and that there were no differences in job satisfaction by age.     

Job satisfaction of occupational medicine nurses in Poland

Objectives  

The study aimed at assessment of the Polish occupational medicine service system after over ten years of functioning in the current shape, made by occupational nurses. The article focuses on the job satisfaction level among Polish occupational medicine nurses.     

Job satisfaction and turnover intent among hospital social workers in the United States

Feelings of job satisfaction and turnover intentions among social workers affect work quality for both social workers and the people for whom they provide services. Existing literature on job satisfaction among hospital social workers is limited, and is overly focused on issues of compensation. There is job satisfaction research with hospital nurses available for comparison. Other informative social work research on job satisfaction and turnover exists in mental health and generally, across settings. Research on turnover intent in social work is primarily from child welfare settings and may not generalize. The literature notes gaps and contradictions about predictors of job satisfaction and turnover intent. Using a large national dataset of hospital social workers, this research clarifies and fills gaps regarding hospital social workers, and explores how Herzberg’s theory of work can clarify the difference between sources of job dissatisfaction and job satisfaction. Findings include hospital social workers reporting high job satisfaction and that demographics do not contribute to the predictive models. The findings do support centralized social work departments and variety in the job functions of hospital social workers, and are consistent with the theoretical framework.     

Course of low back pain among nurses: a longitudinal study across eight years

Aims: To describe the course of low back pain (LBP) among nurses across eight years. Methods: A longitudinal study was performed with a follow up at 1 and 8 years among nurses employed by a large university hospital in Switzerland. A modified version of the Nordic Questionnaire was distributed to obtain information about demographic data, occupational activities, and various aspects of LBP. A clinical examination and several functional tests were used to overcome the problems associated with subjective pain reporting. Nurses having answered the questionnaire on all three occasions (n = 269) were classified into subgroups according to their pain intensity. For each subgroup the course of LBP was recorded. Results: LBP was highly prevalent with an annual prevalence varying from 73% to 76%. A large percentage (38%) indicated the same intensity of LBP on all three occasions. The proportion of nurses reporting repeated increase of LBP (19%) was approximately as large as the proportion who complained about repeated decrease of LBP (17%). Conclusion: It became evident that LBP poses a persistent problem among nurses. Over an eight year period almost half of the nurses indicated the same intensity of LBP, thus supporting a recurrent rather than a progressive nature of LBP.     

Job and life satisfaction among rural physicians. Results of a survey

Results of a survey of approximately half of Minnesota's rural physicians show that these physicians appear to be well-satisfied with their jobs (average rating of 2.5 on a five-point scale with 2 = very satisfied and 3 = moderately satisfied). In aggregate, areas of greatest job satisfaction are the diversity of patients physicians see, physicians' contact with others, and their ability to derive personal gratification from patient care. Salary/income was not a source of dissatisfaction. Areas of least satisfaction are physicians' opportunities for promotion, their ability to remain knowledgeable, and their role in making organizational and administrative decisions. Rural Minnesota physicians feel least work stress about their feelings of clinical competence/interpersonal relations at work and anxieties about the future. Areas of greatest stress focus on time pressures and realities of medical practice, i.e., being reimbursed by third-party payers and meeting the need for certainty when medical knowledge only allows for approximation. These physicians are reasonably happy with their lives in general (5.4 on a seven-point scale with 7 = delighted, 1 = terrible). In aggregate, areas of lowest life satisfaction are physicians' social relations, leisure activities, and finances. Examination of subgroups shows that women are statistically less satisfied with their living situations; younger physicians are less satisfied with their work, their living situations, and their leisure activities; physicians who spend more than 10 hours per week on administrative duties are less satisfied with their living and social situations; and physicians who see more than 100 patients per week are less satisfied with their social relations.     

Job satisfaction among hospice interdisciplinary team members

The purpose of this study was to investigate job satisfaction among hospice interdisciplinary team (IDT) members. Interdisciplinary team members (N = 76) from several hospices in Ohio participated in the study. Pearson product-moment correlations (p < .05) revealed that there were significant relationships between job satisfaction and autonomy, role ambiguity, role conflict, supervisory support, task significance, routinization, positive affectivity, negative affectivity, and team functioning. Multiple regression analysis (p < .05) revealed that supervisory support, positive affectivity, role ambiguity, autonomy, and routinization were significant predictors of job satisfaction.     

Job satisfaction among public health nutrition personnel

This study investigated the job satisfaction of public health nutrition personnel and examined specific factors related to that satisfaction. The 584 persons who responded to a mailed questionnaire were, on the whole, moderately satisfied with their positions in public health. Satisfaction with the "kind of work" they did and satisfaction with coworkers were the major factors contributing to overall job satisfaction. Of the job components examined, respondents were the least satisfied with the pay they received. Older respondents who had been in the profession a longer time were more satisfied with their jobs than their younger counterparts.     

Evaluating user satisfaction in a hospital environment: an exploratory study.

This article demonstrates the usefulness of user satisfaction measurement to pinpoint potential problem areas as well as to document application areas with satisfied users in hospital information systems. It discusses the rationale of measuring user satisfaction and the instruments to carry out the measurement procedure. It, then, reports the results of implementing a previously developed, documented, and validated user satisfaction measurement instrument in a hospital environment.