Predictors of job satisfaction among physiotherapists in Turkey

The aim of this study was to investigate the level of job satisfaction among physiotherapists, and to identify the best predictors of job satisfaction. A self-administrated questionnaire survey was conducted in September 2003. Data were collected from 198 physiotherapists in 13 health care settings (five university hospitals, seven government hospitals, and one municipality hospital) located in Ankara, Turkey. Respondents were asked to complete a 31-item job satisfaction questionnaire. The response rate was 79.8%. The percentage of satisfied physiotherapists was 45.5%. There were no significant satisfaction differences between genders or between age groups. There was a positive relationship between the global satisfaction and domain scores (all ps<0.01). Logistic regression analysis showed that the most important predictors of job satisfaction were: (1) Leadership (OR=1.03, 95% CI 1.01 to 1.06), (2) Interpersonal relationships (OR=1.03, 95% CI 1.00 to 1.05), (3) Advancement (OR=1.02, 95% CI 1.00 to 1.05), and (4) Salary (OR=1.02, 95% CI 1.00 to 1.04). Specific job satisfaction dimensions indicate that highest dissatisfaction levels occur in the area of salary and advancement. Areas of dissatisfaction are signals for change.     

Self-perceived mental health and job satisfaction among Lithuanian dentists

The aim of this study was to document dentists' self-perceived mental health complaints and job satisfaction, and to assess any correlations between the two. A postal questionnaire survey was mailed to all (N=2,449) licensed dentists registered with the Lithuanian Dental Association. The questionnaire investigated dentists' mental health and job satisfaction during the previous year (overall response rate: 68.2%). The majority of respondents (80.7%) reported being satisfied with their job. Self-perceived lack of self-esteem (OR: 0.59, 95% CI: 0.43-0.82), loneliness (OR: 0.72, 95% CI: 0.53-0.98), and especially depression (OR: 0.52, 95% CI: 0.35-0.77) had a high negative impact on dentists' job satisfaction. Nervousness (89.2%) and burnout (83.6%) were the most prevalent mental complaints and they also tended to be the most chronic of all reported mental disorders. Increasing age significantly reduced the possibility of nervousness or depression and increased the possibility of being satisfied with dental practice. Increasing working hours increased the risk of burnout, anxiety and loneliness. Overall, this study suggests that the majority of Lithuanian dentists are satisfied with their job and also enjoy their professional lives. However, a considerable proportion still reported impairment of mental health which influenced their levels of job satisfaction.     

Predictors of job satisfaction among doctors, nurses and auxiliaries in Norwegian hospitals: relevance for micro unit culture

Objective  

To explore what domains of work are important for job satisfaction among doctors, nurses and auxiliaries and to discuss differences between professional groups in the perspective of micro team culture.     

恢复儿科本科招生缓解儿科医生短缺现状

  目的  分析中国儿科医生工作满意度现状及影响因素,探讨儿科医生短缺原因并提出对策。  方法  2018年8 — 12月,在全国范围内进行多阶段分层随机抽样,共抽取4 906名儿科医生进行工作满意度调查,并运用单因素方差分析与多因素logistic回归分析进行统计分析。  结果  有效调查4 198人,儿科医生总体工作满意度平均得分为（3.06 ± 0.613）分,工作本身与社会支持平均得分为（3.37 ± 0.650）分,工作内容与回报平均得分为（2.32 ± 0.733）分,领导与人际关系平均得分为（3.06 ± 0.771）分。单因素分析结果显示,年龄、性别、地区、医疗机构等级、专业职称等级、任职年限、管床数（工作量）、周休息天数、月收入分组工作满意度得分差异均有统计学意义（P < 0.05）。多因素logistic回归分析显示,任职年限 ≥ 1年是儿科医生工作满意度的危险因素,女性、周休息天数1～2 d、月收入 ≥ 10 000元是儿科医生工作满意度的保护因素。  结论  中国儿科医生的工作满意度较低,月收入、周休息天数、性别、工作年限等是影响其工作满意度的主要因素。     

An analysis of relationships among transformational leadership,job satisfaction,organizational commitment and organizational trust in two Turkish hospitals

The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross‐sectional method, self‐administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory‐short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five‐point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating a vision), two job satisfaction dimensions (pay and supervision) and two organizational commitment dimensions (affective commitment and normative commitment) were significant regressors for organizational trust. There is a lack of research in the health organizations regarding organizational commitment, organizational trust, job satisfaction and transformational leadership. The investigator of the proposed study intends to add to the literature and intends to prove that the proposed study would be important for healthcare organizations. A number of specific measures should be undertaken to reduce factors that negatively affect organizational commitment, organizational trust and job satisfaction of hospital personnel and to improve transformational leadership behaviors of hospital administrators. Copyright © 2012 John Wiley & Sons, Ltd.     

User satisfaction among fifteen hospitals in Hidalgo, Mexico

BACKGROUND: Quality assessment measures include user and performance evaluations. User satisfaction comprises one of the most important variables in this evaluation. This study is aimed at evaluating the degree of satisfaction among the users of institutional healthcare services by way of the opinions provided thereby. METHODS: A cross-sectional study conducted at fifteen hospitals in Hidalgo, Mexico by means of an anonymous, confidential survey. The chi-square test, the t-Student test, the min./max. value and the Dixon methods, the Kolmogorov-Smimov (K-S) normalcy test and unconditional logic regression were used. RESULTS: The degree of satisfaction was 15.06%. The perception of poor quality related to this dissatisfaction was 10.8% (P<0.05). A total of 18.5% stated dissatisfaction, wishing not to request care at the same hospital again in the future, 65% thereof being related to poor quality (p<0.05). Dissatisfaction is related to information being omitted concerning their ailments. Odds ratio 1.87 CI 95% 1.59-2.26), physician's less than friendly attitude (Odds ratio 3.36 CI 95% 2.82 -3.74) complicated office visit process (Odds ratio 2.49, CI 2.11-5.41), perception of poor quality (Odds ratio 4.16 IC 3.6- 4.8), being subsequent user (Odds ratio 1.53, CI 1.19-1.92), no restroom in the waiting room (Odds ratio 2.37 CI 2.05-2.74). CONCLUSIONS: Patient dissatisfaction is related to the omissions in the office visit process, a poor attitude on the part of the attending physician and, the perception of poor care quality, these being aspects which would suggest the need of delving deeper into the study of the user viewpoint within the framework of qualitative evaluations.     

Predictors of work satisfaction among physicians

BACKGROUND: Work satisfaction among physicians is an important concern because it is associated with several important aspects of care, such as the continuity of care and health care costs. In this study, a brief work satisfaction questionnaire was developed, its validity was assessed, and it was used to examine the determinants of work-related satisfaction among a sample of Swiss physicians. METHODS: Based on the literature, a 17-item work satisfaction questionnaire was developed that addressed five dimensions of satisfaction: patient care, work-related burden, income-prestige, personal rewards and professional relations with colleagues. This questionnaire was administered by mail to 1904 doctors practising in Geneva, Switzerland; 1184 (59%) responded. Additional data were collected on physicians' personal and work situation. RESULTS: In general, physicians were more satisfied with the following aspects of their current work situation: patient care, professional relations and personal rewards (intellectual stimulation, opportunities for continuing medical education, enjoyment at work). The lowest satisfaction scores were found for work-related burden (workload, time available for family, friends or leisure, work-related stress, administrative burden) and work-related income and prestige. In multivariate models, variables associated with most dimensions of satisfaction included type of practice (physician in training were less satisfied), specialty (internal medicine specialists and pediatricians were more satisfied), time spent on administrative tasks (globally negative effect), time spent on continuing medical education (globally positive effect). Age and sex had only a minor influence on satisfaction scores. CONCLUSION: Physician work satisfaction is multidimensional and can easily be measured using a short self-administered questionnaire. This instrument could be useful to monitor changes in the near future.     

Association between intention to stay on the job and job satisfaction among Japanese nurses in small and medium-sized private hospitals

In order to examine the relationship between the intention to stay on the job and job satisfaction among Japanese nurses, and to obtain clues for preventing turnover, we conducted a questionnaire survey. The subjects involved in the survey included 625 female nurses (registered nurses, licensed practical nurses and assistant nurses) working in 4 small and medium-sized private hospitals, excluding directors of nursing. Of the 625 questionnaires distributed, 556 (89.0%) were returned. After excluding the questionnaires with missing values, 480 questionnaires were analyzed (effective response rate, 76.8%).The average age of the respondents was 32.8 yr (range: 20-65). The content of the questionnaire was nurse attributes, job satisfaction (30 items) and intention to stay on the job. For job satisfaction, factor analysis (principal factor method and promax rotation) was performed, and factors with an eigenvalue of > or =1 were extracted. Six factors were extracted by factor analysis. These factors were interpreted as "Work as specialists" (1st factor), "Relationship with superiors" (2nd factor), "Comfortable life" (3rd factor), "Relationship among nurses" (4th factor), "Communication with physicians" (5th factor) and "Working conditions" (6th factor). The factor scores were calculated and used as a scale for the evaluation of job satisfaction. To investigate the factors associated with intention to stay on the job among nurses, the standard partial regression coefficient was computed by multiple linear regression analysis, with intention to stay on the job as the dependent variable, and nurse attributes and job satisfaction (factor scores) as independent variables. Various factors including the organizational culture of each hospital may affect the relationship between job satisfaction and the intention to stay on the job. In order to adjust for these factors, differences among hospitals were included in the statistical model as independent variables. The result of the multiple regression analysis suggests that the intention to stay on the job was higher among nurses who were older and more satisfied with work as specialists (1st factor) and working conditions (6th factor).     

医务人员工作满意度研究分析

目的：探讨医务人员工作满意度的评价指标并进行初步分析。方法：自行设计调查问卷，在市、区两级医院医生中进行调查，结果采用因素分析和单因素方差分析。结果：选择社会地位、工作氛围、工作量、相对报酬、工作环境、工作风险、工作前景7个因子评价医务人员工作满意度；医务人员总体工作满意度不高，其中行政管理人员相对高于医生、护士；不同职称医生工作满意度在不同维度上有差异。结论：提高工作满意度应当考虑这些因素和注意不同群体的差异。     

公立医院医生工作本身满意度实证分析

目的 了解我国公立医院医生工作本身满意度的现状和人口学特征差异,并识别其内部决定因素,为改善公立医院管理体制提供科学依据.方法 自行设计量表,按照多阶段分层抽样的方法,从全国4个省区抽取公立医院医生5 677名,对所获样本数据进行实证分析.结果 量表信度和效度良好;公立医院医生工作本身满意度的平均得分较高,表示"较满意"及以上的人群占样本总量的78.20%;在是否带教及不同级别医院、年龄、工作年限、职称、科室等变量上,差异有统计学意义;主要受专业兴趣、性格适合、医疗保险自主及工作胜任等因素的影响.结论 注意不同医生群体间的差异,积极发挥主要决定因素的内在激励作用,提高公立医院医生对工作本身的满意程度,可有效改善医疗服务质量.     

Predictors of ethical stress, moral action and job satisfaction in health care social workers

Value conflicts can be a source of ethical stress for social workers in health care settings. That stress, unless mediated by the availability of ethical resource services, can lead to social workers' dissatisfaction with their positions and careers, and possibly result in needed professionals leaving the field. This study explored social workers' experiences in dealing with ethical issues in health care settings. Findings showed the inter-relationship between selected individual and organizational factors and overall ethical stress, the ability to take moral actions, the impact of ethical stress on job satisfaction, and the intent to leave position.     

Media influence and body satisfaction among adolescent females,Minia, Egypt

Aim

Body dissatisfaction is an important component of a variety of prevalent health problems. This study aimed to assess the media influences on body dissatisfaction among female college students.

Subjects and methods

This study included a sample of 408 adolescent females who were chosen randomly from Minia University and completed a survey using the the Sociocultural Attitudes Towards Appearance Scale (SATAQ-4) and Body Shape Questionnaire (BSQ) in the period from 1 March to 1 April 2017. In addition, their body mass index (BMI) was measured.

Results

It was found that adolescents who showed marked concern with body shape had higher SATAQ-4 scores. The independent variables (BMI, SATAQ total score and its subscales) explained 58% of the variance in body shape dissatisfaction. The most significant predictors of body dissatisfaction were BMI and subjective feelings of media pressure to have an ideal appearance (β?=?0.38 and 0.31, respectively).

Conclusion

There was a relation between media influence and body dissatisfaction in this sample of Egyptian female students. Media literacy training could represent a promising approach to eating and body disturbance prevention.

     

县级公立医院改革后医务人员工作满意度调查

目的：了解浙江省县级公立医院综合改革后医务人员的工作满意度现状和相关影响因素,提出改善其满意度有针对性的建议。方法：采用自行设计的调查问卷和定性研究的方法,对3所县级医院655名医务人员进行调查。结果：医务人员总体满意度得分不高,对改革的认知水平和参与改革的积极性不高,相对报酬、执业环境和工作时间有待改善。结论：进一步组织学习和宣传医改,调动医务人员改革的积极性;建议加快支付方式改革,建立合理有效的绩效考核机制;改善医务人员执业环境,减轻医务人员工作负担。     

The interrelationship of organizational characteristics of magnet hospitals,nursing leadership,and nursing job satisfaction

This study examined whether magnet hospitals continue to provide higher levels of job satisfaction and empowerment among nurses when compared with non-magnet hospitals. Also studied at both types of hospitals was whether job satisfaction discrepancy was interlinked with leadership effectiveness and support of professional nursing practice. Nurses employed at magnet hospitals experienced higher levels of empowerment and job satisfaction due to greater access to work empowerment structures. The elements accounting for differences in empowerment and job satisfaction scores included: (1) greater accessibility of magnet nurse leaders, (2) better support of clinical nurse autonomous decision making by magnet nurse leaders, and (3) greater access to work empowerment structures such as opportunity, information, and resources at magnet hospitals.     

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.