Influence of job characteristics and organizational commitment on job satisfaction of hospital foodservice employees

The purpose of this study was to determine the relationships among job characteristics, organizational commitment, job satisfaction, and demographic variables for hospital foodservice employees. Questionnaires including 30 items on job characteristics, 15 items on organizational commitment, 6 items related to job satisfaction, and 7 demographic items were administered to 45 supervisory and 172 nonsupervisory employees of 11 randomly selected hospitals. The reliability for the total instruments, using Cronbach's alpha, was 0.87 and 0.89, respectively, for the supervisory and nonsupervisory employee questionnaires. Organizational commitment and job satisfaction were related positively, with an r2 of 0.38. For supervisors, job characteristics related positively (p = .019) to organizational commitment, with variety being the only significant individual characteristic. For nonsupervisory employees, the model was also significant (p = .0001), with variety and feedback being the only significant individual characteristics. For all employees, there was a positive relationship between job characteristics and job satisfaction, with variety and feedback being the significant individual characteristics. Age was the only demographic variable related to organizational commitment; older employees had higher commitment scores. Demographic variables were not related to job satisfaction. Supervisors had higher perceived variety, autonomy, feedback, dealing with others, and friendship opportunities scores and higher commitment and satisfaction scores than did nonsupervisory employees. The findings indicate that dietitians and foodservice managers may increase organizational commitment and job satisfaction by increasing the variety and feedback in employees' jobs.     

Work characteristics and determinants of job satisfaction in four age groups: university employees’ point of view

Purpose  

To investigate (a) differences in work characteristics and (b) determinants of job satisfaction among employees in different age groups.     

The effect of education on foodservice manager job satisfaction

We conducted a study to determine whether educational background (field of study and level of education) was related to the job satisfaction of foodservice managers. The Index of Organizational Reactions Questionnaire was used to measure specific components of job satisfaction based on a five-point Likert-style scale (1 = low satisfaction, 3 = moderate satisfaction, and 5 = high satisfaction). Questionnaires were mailed to the entire population of 256 foodservice managers employed in college and university dining facilities of a regional division of a major foodservice company in the northeastern United States. Names, titles, positions, and addresses of the managers were obtained from the company's human resources department. Analysis of data was done through computation of the point-biserial correlation coefficient and the rank order correlation coefficient. Managers who responded to the questionnaire (74.6%) indicated moderate overall job satisfaction (mean = 3.42 on a 5-point scale). Of the respondents, 44% had an educational background in foodservice; these respondents had lower overall job satisfaction than did those having no education/training in foodservice. Both groups were most satisfied with the job components of supervision, type of work, and relationship with coworkers. Both groups were least satisfied with pay and benefits, company identification, and amount of work. A significant (p less than .01) positive relationship was found between educational field of study and job satisfaction, and a significant (p less than .001) negative relationship was found between educational level (i.e., degree[s] earned) and job satisfaction.(ABSTRACT TRUNCATED AT 250 WORDS)     

Perceptions of job satisfaction relating to affective organisation commitment

Medical Education 2012: 46 : 953–962 Objectives Affective organisation commitment, which refers to a psychological attachment to, and involvement with, an employing institution, is regarded as important because of its effects on employee identification with the employer and its causal effects on work effort and staff retention. This paper explores the experiences of casual tutors facilitating problem‐based learning (PBL) tutorials and aims to identify aspects of their role that strengthen and detract from employee job satisfaction and affective commitment. Methods Qualitative data were gathered from first‐ and second‐year tutors (N = 13) through 2 focus groups. Both clinicians and non‐clinicians were recruited, including highly experienced staff and those with < 12 months of tutoring experience. Results Four main themes arose from inductive analysis of data: job‐related factors; job‐involvement characteristics; professional challenges and responsibilities, and mentoring for learning and support. The first 2 themes are congruent with previous literature on organisation commitment; novel findings include the supportive and compensatory nature of the collegial relationships formed between casual tutors. Role attenuation, a job‐related factor, was a predominant perception as it related to dysfunctional groups and increasing student disengagement with PBL. Conclusions Within the unique learning environment of PBL, positive factors relating to job satisfaction may have an important role to play in improving tutors’ commitment to their employing organisation. Aspects of the role which are viewed most negatively and relate most significantly to affective commitment need to be addressed promptly. Attention should be directed to supporting tutors to maximise the perceived benefits and providing professional development and improved communication to better address issues associated with difficult or disengaged students as well as isolation from decision‐makers.     

企业员工工作倦怠的人群分布特征

目的了解企业员工工作倦怠状况,比较不同人口学特征企业员工工作倦怠差异,发现重点干预人群。方法采用随机抽样方法,对深圳市3家大型企业1068名员工进行自填式问卷调查,采用MBI-GS工作倦怠量表通用版评价企业职员工作倦怠状况和人群分布特征。结果企业员工中近70%～80%的人存在工作倦怠,其中超过50%的人处于低倦怠水平。在情绪衰竭维度中,约30%的人发生中度以上工作倦怠,远远高于消极怠慢(16.8%)和专业低效能感(21.0%)。女性、未婚员工对工作倦怠有易感性;年龄越小、工龄越短、文化程度越低、月收入越低者其工作倦怠程度越高。结论企业应针对工作倦怠的易感人群,采取有效干预措施,帮助员工减少工作倦怠的发生。     

Job stress, ill health and job satisfaction among health service employees.

The study examined the effects of occupational stressors, perceived locus of control, Type A behaviour pattern and use of coping strategies on well-being and job satisfaction of 1,176 health service employees. Several stressors were identified as having a negative impact on health and job satisfaction although these differed between the various occupational groups included in the study. The interactionist model of stress used in the study, and the diagnostic tool used (the Occupational Stress Indicator) proved to be useful in suggesting means of intervening to reduce ill health and increase job satisfaction among health service employees.     

A study of job satisfaction of nursing and allied health graduates from a Mid-Atlantic university

There have been numerous changes in the health care system, including cost-containment efforts, the increased growth of managed care, and shortages of many health professionals. It is important to assess the impact these changes are having on the quality of health care delivery and the way various health professionals view their jobs. To accomplish this assessment, a sample of experienced nursing and allied health professionals were asked to provide their assessment of positive and negative changes in the health system over a 5-year period. They also were asked to indicate their level of satisfaction with their profession, their current job, and various aspects of that job. A Health Care Environment Survey was mailed to six groups of graduates of a mid-Atlantic college of health professions. Three of the groups had been in practice for 5 years, and three of the groups had been in practice for 10 years. The survey asked respondents to assess the magnitude of certain changes in the health system over the previous 5 years and to provide an assessment of their satisfaction with their current job. A total of 1,610 surveys were mailed, and 787 were returned for a rate of 49%. Nursing and allied health professionals who responded to the survey reported that there have been many more negative than positive changes in the health care system, including less job security, efficiency, and time available to spend with individual patients and increases in workload, paperwork, and control of health care by insurance companies. Even with these negative changes, nurses and allied health professionals report a high level of satisfaction with their jobs. In investigating the aspects of their jobs that were most related to satisfaction, having a feeling of worthwhile accomplishment from their job, opportunities for personal and professional growth, recognition and satisfaction with their workload were found to be the best predictors of job satisfaction.     

高校教师职业倦怠与工作满意度、社会支持关系

目的 了解高校教师职业倦怠的状况,探讨工作满意度、社会支持与高校教师职业倦怠的关系.方法 采用职业倦怠问卷、工作满意度问卷和社会支持评定量表对湖南省衡阳市3所高校的220名教师进行问卷调查.使用SPSS11.0软件进行分析.结果 高校教师在职业倦怠的情绪衰竭程度上较严重(2.92分),个人成就感较高(2.91分).高校教师的工作满意度、社会支持与职业倦怠均呈显者负相关(r=0.449,P＜0.01,r=-0.518,P＜0.05).工作满意度和社会支持水平越高,高校教师职业倦怠程度越低.工作性质、人际关系、自我实现、受教育程度、生活环境、职称、主观支持和教龄等8个因素能有效预测高校教师职业倦怠程度(F=29.03,P＜0.01).结论 工作满意度、社会支持是教师职业倦怠的重要预测变量.     

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。     

Managerial functions of college and university foodservice managers

This study examined managerial roles in college and university foodservice at three organizational levels. The study population included foodservice managers at National Association of College and University Food Services (NACUFS) member schools with a minimum annual budget of +3 million. The 999 managers from 80 colleges and universities who participated were categorized into three groups: assistant, associate, or director of foodservice; unit manager; and manager reporting to unit manager. They rated 51 activity statements on importance and time demand. Maintaining standards of quality was rated most important and most time demanding by all three groups of managers. Perceived importance and time demand of activities increased as managerial level increased. Activity statements were categorized into Mintzberg's 10 managerial roles. Significant differences in importance and time demand ratings among the three managerial groups were indicated for all 10 roles. However, perceived importance and time demand of roles increased as managerial level increased with two exceptions. Disturbance handler and leader roles were rated more time consuming by lower level managers.     

构建医疗机构对临床研究助理满意度模型的初探

CRA的工作水平直接影响到临床试验的质量,评价CRA工作绩效水平时,临床机构对其工作的满意度是极为重要的指标.本文通过对山东省16家临床医疗研究机构关于CRA服务满意度进行调查,然后对503份调查样本分别进行探索性因素分析和验证性因素分析,从而探索对满意度的主要影响因素,试图构建适合临床单位对CRA满意度进行评价的模型.

Abstract：

The performance of CRA directly affects the quality of clinical trials. In the appraisal of the CRA performance, satisfaction of clinical institutions plays a vital role. This article presents the outcome of a satisfaction survey on 16 clinical research centers in Shandong province, and the analysis of 503 survey samples regarding their exploratory factor and confirmatory factor respectively. The purpose is to identify the main factors for the satisfaction and to build a model to evaluate the satisfaction of hospitals for CRA.     

合肥市5家企业员工工作满意度与社会支持和应对方式的关系

目的了解合肥市企业员工工作满意度状况,探讨员工工作满意度与社会支持、应对方式的关系。方法采用自制的人口统计学问卷、明尼苏达满意度问卷(MSQ短式问卷)、社会支持评定量表(SSRS)和简易应对方式量表(SCSQ),对合肥市5家企业332名员工进行问卷调查。采用Epi Data 3.1双录入法输入数据,使用SAS9.0软件进行统计分析。结果合肥市企业员工工作满意度中等偏上,为(3.40±0.61)分,不同学历的员工工作满意度间差异有统计学意义(P<0.001);员工工作满意度与社会支持总分(r=0.51,P<0.001)、客观支持(r=0.43,P<0.001)、主观支持(r=0.44,P<0.001)、对支持的利用度(r=0.40,P<0.001)和积极应对(r=0.51,P<0.001)均呈正相关;积极应对、客观支持、主观支持是员工工作满意度的重要影响因素。结论员工工作满意度受到员工社会支持及应对方式的影响。     

Organizational citizenship behavior among hospital employees: a multidimensional analysis involving job satisfaction and organizational commitment

As hospitals continue to face intense pressure to control operating costs, many have resorted to staff reductions and other redesign efforts. The remaining employees are frequently asked to do more with less. In these uncertain times, it is important that hospital administrators understand the concept of organizational citizenship behavior (OCB) and attempt to attract and retain those employees capable of exhibiting such behaviors. This study examined the relationships between three organizational commitment components, as well as job satisfaction (including specific facet measures) and two separate forms of OCB. Usefulness analyses indicated that satisfaction with coworkers and affective commitment were the two most important predictors of one dimension of citizenship behavior, as each construct contributed unique variance in the dependent variable. Implications for future research and practice are provided.     

Factors contributing to job satisfaction following rehabilitation for musculoskeletal impairments

The study investigates whether changing jobs is related to work-related well-being of people with musculoskeletal impairments. In order to assess this relationship subjects who began new jobs after rehabilitation (N=52) were compared with subjects who returned to their former employment (N=63). Work-related well-being was measured by means of the scales job satisfaction and need to recover after work. After controlling for individual characteristics (gender, age, working hours per week, and pain complaints) and job characteristics (job demands and decision latitude), job satisfaction could be predicted by job change. Recovery need after work was predicted by pain complaints, job demands, and decision latitude, but not by job change.     

A research model of health-care competition and customer satisfaction.

In all industries, competition among businesses has long been encouraged as a mechanism to increase value for customers. In other words, competition ensures the provision of better products and services to satisfy the needs of customers. Various perspectives of competition, the nature of service quality, health-care system costs and customer satisfaction in health care are examined. A model of the relationship among these variables is developed. The model depicts customer satisfaction as an outcome measure directly dependent on competition. Quality of care and health-care system costs, while also directly dependent on competition, are considered as determinants of customer satisfaction as well. The model is discussed in the light of propositions for empirical research.