A research model for relating job characteristics to job satisfaction of university foodservice employees

The purpose of this study was to determine the relationship between job characteristics and job satisfaction and between demographic variables and job satisfaction for university foodservice employees. A three-part survey was developed which included the 30-item Job Characteristics Inventory, 6 items related to job satisfaction, and 7 demographic items. Separate written questionnaires were administered to 32 managerial and 147 non-managerial employees of a large state university foodservice department. The response rate was 98% (32 managers and 143 non-managers). The reliability for the instrument, as determined by Cronbach's alpha, was 0.88 for employees and 0.91 for supervisors. Multiple linear regression analyses were used to test research hypotheses at a significance level of p less than or equal to .05. There was a positive relationship between job characteristics (autonomy, task identity, feedback, variety, dealing with others, and friendship opportunities) and job satisfaction for both employees and supervisors. Feedback and dealing with others were the individual job characteristics that were significant. Only one job characteristic, dealing with others, was rated higher by managerial than by non-managerial employees. There was no difference in job satisfaction by role (managerial vs. non-managerial) or demographic variables, except age for non-managerial employees. Older, non-managerial employees tended to be more satisfied with their jobs than did younger employees. Dietitians and foodservice managers can use the findings for implementing job design strategies, such as job enrichment and job rotation, to improve employee satisfaction.     

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.     

Factors related to job satisfaction and autonomy as correlates of potential job retention for rural nurses.

This study of 167 nurses in 10 rural Georgia agencies examines the relationships among personal characteristics, factors of job satisfaction, autonomy, and job retention. The findings indicate that, contrary to expectations, personal characteristics (e.g., age, education, salary, marital status, and number of dependents) are not strong predictors of job retention in this sample. Some of the factors of job satisfaction do correlate negatively with indicators of impending job change, but the strongest relationships were those related to nursing autonomy. The study concludes that, of the variables studied, autonomy was the most effective predictor of job satisfaction and intention to remain in the current position.     

Job Satisfaction Among Hospital Nurses: Facility Size and Location Comparisons

Despite recent declines in turnover and vacancy rates, maintaining a stable nursing staff continues to be critical to the effective operation of American hospitals. Job satisfaction is a pivotal element in nurse retention, and organizational theory suggests that some of the factors that influence job satisfaction vary by facility size. This is a study of job satisfaction among a sample of 731 nurses providing direct patient care in 22 hospitals. The sample includes approximately equal numbers of nurses employed in very small rural hospitals (1-49 beds), medium sized facilities located in small towns (50-99 beds), and larger metropolitan institutions (> 100 beds). Differences by hospital size were observed in overall job satisfaction and in five sub-dimensions of that concept (i.e., professional status, task requirements, pay, organizational policies, and autonomy). With the exception of pay, the results indicated that nurses employed in the very small rural hospitals were more satisfied with their jobs. Differences by hospital size were also observed in the personal characteristics of the nurses, several specific aspects of their job, and in their perceptions of job mobility. A set of four hierarchically nested ordinary least squares regression models indicated that job-specific characteristics were the most powerful predictors of job satisfaction.     

儿科医护人员职业应激状况调查

目的 探讨引起儿科医护人员职业应激的应激源及其缓解因素.方法 选择某市5所市级医院儿科医护人员258名为研究对象,以药房、收费处等科室工作人员169名为对照,采用一般工作紧张问卷对其进行调查,自评法完成问卷.结果 医护人员工作负荷、工作危险、药物使用、每日紧张感、正性情绪、忍耐性行为、物理环境及情绪平衡得分高于对照组,工作冲突、环境控制、技术利用程度及心理卫生、对事责任得分低于对照组,差异均有统计学意义(P<0.05).儿科护士工作前景、工作心理控制源、自尊感、工作满意感、负荷变化、抑郁症状得分高于医生,非工作活动、工作危险、每日紧张感得分低于医生,差异均有统计学意义(P<0.05).多因素分析发现,儿科医护人员应激反应的影响因素为工作单调性、工作需求、非工作活动、工作控制、工作危险、工作前景、社会支持、工作心理控制源及自尊感.结论 儿科医护人员应激程度较高,医生应激程度高于护士;儿科医护人员的主要应激源为工作单调、工作需求高、非工作活动多、工作控制程度低、工作危险性大及工作前景不确定.主要的应对策略为良好的社会支持、外控性格及较强自尊感.     

Stress, burnout and job satisfaction in rural psychiatric nurses: a Victorian study

OBJECTIVE: To measure the level of stress, burnout and job satisfaction in rural psychiatric nurses in Victoria, Australia. METHOD: This present study presents the findings of a research study undertaken with rural psychiatric nurses (n = 136) in two rural mental health services in Victoria. The study designed to measure their level of stress, burnout and job satisfaction using the Maslach Burnout Inventory (MBI), the Nursing Stress Scale (NSS) and Job Satisfaction Scale (JSS). RESULTS: The findings indicated that a low number rural psychiatric nurses suffered from 'high' level of burnout and the majority of nurses reported 'low level' of emotional exhaustion and depersonalisation scores. On the personal accomplishment subscale, only 11% recorded a 'high' score and 87% recorded 'low' score. On the Nursing Stress Scale, the 'workload' was the highest perceived stressor followed by 'inadequate preparation'. CONCLUSIONS: Paradoxically, the majority of rural psychiatric nurses stated that they were satisfied with their job, particularly with current situation at work, aspects of support and the level of involvement in decision making.     

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).     

Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

Background  

The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses.     

Predictors of job satisfaction among practicing dentists at hospitals in Suez Canal Area, Egypt

Objectives

The aim of this study was to measure the level of job satisfaction and the work factors associated with it among practicing dentists in Suez Canal governorates hospitals.

Materials and Methods

Four hundred forty nine dentists were contacted, and 277 agreed to participate (response rate 61.7%). They were surveyed through a self-administered questionnaire based on items from the Dentist Satisfaction Survey (DSS) questionnaire, which included 29 questions covering items related to the overall satisfaction level and work environment factors; answers were reported on 5 point Likert scale.

Results

The mean score of overall job satisfaction among studied dentists was 3.24 out of 5. As regards work environment factors, the most satisfying aspect was patient relations (3.71) and the least was personal time (2.71). Multiple regression analysis model verified that patient relations, value of income, personal time, staff, and training opportunities accounted for 36% of variation in overall job satisfaction score. The majority of the variance was explained by patient relations.

Conclusions

This study suggests that patient relations, perception of income, personal time, staff, and specialty training are important work environment factors for job satisfaction among the dentists. These findings might help policy makers to design plans to increase the level of job satisfaction among dentists at their workplaces.     

工作满意度对护士组织公民行为的影响

目的 探讨工作满意度对护士组织公民行为的影响,为促进护士组织公民行为提供参考。方法 采用明尼苏达满意度问卷、护士组织公民行为量表对郑州市4所三级综合医院379名临床护士进行调查。 结果 护士组织公民行为总均分（4.39±0.46）分,工作满意度总均分（3.91±0.61）分,工作满意度与组织公民行为呈正相关（r = 0.458, P＜0.001）,控制人口学因素后,工作满意度对组织公民行为仍有显著影响（△R2 = 0.201, P＜0.001）,工作条件、管理者满意度对自我发展、主动服务、组织认同影响较大（P＜0.05）,个人责任感、管理者满意度对责任意识、帮助同事影响较大（P＜0.05）。结论 工作满意度可正向预测护士组织公民行为。管理者可通过提高护士工作满意度促进护士组织公民行为。     

Determinants of job satisfaction among selected care providers in Kuwait

The study reports job satisfaction among a sample of 370 physicians, nurses, pharmacists, and medical laboratory technologists in the Ministry of Health hospitals in Kuwait. Job satisfaction was measured using Dunnette's scale. The respondents in all four categories were satisfied with all aspects of their jobs except salary. The medical laboratory technologists were, however, dissatisfied with professional advancement as well. The physicians were found to be most satisfied, closely followed by nurses and pharmacists, while medical laboratory technologists were least satisfied. Multivariate analysis was used to assess the net effects of background and work environment characteristics on overall job satisfaction. Introduction to job, in-service training, and monthly income had significant positive effects on overall job satisfaction. These findings may have serious implications for health care delivery systems that recruit expatriate care providers.     

Job satisfaction among hospital nurses: a longitudinal study.

Data from a two-wave panel study of staff nurses in two hospitals are used to assess the relative importance of several types of independent variables as determinants of job satisfaction. Both organizational and nonorganizational determinants are examined, with the formed including both perceptual and structural measures. Job satisfaction is measured in two ways using both Overall and Multi-Facet indicators. The independent variables were measured five months before the dependent variables were measured in order to attenuate contamination problems. Findings indicate that perceptions of job and nursing unit attributes, particularly autonomy and task delegation, predict satisfaction most strongly. In addition, a nurse's own characteristics are found to be more important than either structural attributes of nursing units or job characteristics in predicting job satisfaction.     

基层医务人员职业认同、职业规划与工作满意度的关系

目的：探究内蒙古自治区基层医务人员职业认同与工作满意度的关系。方法：采用整群随机抽样方法,在内蒙古自治区的东部、中部和西部地区卫生系统抽取523名基层医务人员为调查对象,运用问卷调查、匿名填写的方法收集资料。结果：内蒙古基层卫生人员的工作满意度平均分为（3.70±0.74）分,工作满意度在民族、学历、职称、年龄方面的差异有统计学意义。基层卫生人员的职业认同平均分为（4.01±0.73）分,不同民族医务人员的职业认同有统计学意义（P〈0.05）,蒙古族医务人员职业认同感高于汉族。职业认同、职业规划和工作满意度呈显著正相关。职业规划在职业认同和工作满意度之间起部分中介作用。结论：改善薪酬和环境,制定有利的职业生涯发展政策,增强医务人员职业认同感,从而提升内蒙古基层医务人员的工作满意度。     

Relationship between job stress contents, psychosocial factors and mental health status among university hospital nurses in Korea]

OBJECTIVES: The present study was intended to assess the mental health of nurses working for university hospitals and to establish which factors determine their mental health. METHODS: Self-administered questionnaires were given to 1,486 nurses employed in six participating hospitals located in Daejeon City and Chungnam Province between July 1st and August 31st, 2006. The questionnaire items included sociodemographic, job-related, and psychosocial factors, with job stress factors (JCQ) as independent variables and indices of mental health status (PWI, SDS and MFS) as dependent variables. For statistical analysis, the Chi-square test was used for categorical variables, with hierarchical multiple regression used for determining the factors effecting mental health. The influence of psychosocial and job-related factors on mental health status was assessed by covariance structure analysis. The statistical significance was set at p<0.05. RESULTS: The factors influencing mental health status among subject nurses included sociodemographic characteristics such as age, number of hours of sleep, number of hours of leisure, and subjective health status; job-related characteristics such as status, job satisfaction, job suitability, stresses such as demands of the job, autonomy, and coworker support; and psychosocial factors such as self-esteem, locus of control and type A behavior patterns. Psychosocial factors had the greatest impact on mental health. Covariance structure analysis determined that psychosocial factors affected job stress levels and mental health status, and that the lower job stress levels were associated with better mental health. CONCLUSIONS: Based on the study results, improvement of mental health status among nurses requires the development and application of programs to manage job stress factors and/or psychosocial factors as well as sociodemographic and job-related characteristics.     

护士疲劳程度与工作压力源的相关性分析

目的了解护士疲劳的现状及其与工作压力源的关系。方法采用疲劳量表-14、护士工作压力源量表对306名在职护士进行问卷调查。结果护士的疲劳总分为7.17±3.41,躯体疲劳得分为4.84±2.19,脑力疲劳得分为2.33±1.67。疲劳总分、躯体疲劳得分、脑力疲劳得分均与工作压力源的5个维度呈正相关(P0.01);疲劳总分、躯体疲劳得分与年龄及护龄呈正相关(P0.05)。Logistic回归分析显示,压力总分的OR值是为1.068;与ICU相比,内科、外科、手术室、妇科、儿科的OR值分别是为0.095、0.187、0.187、0.029和0.005。结论工作压力是影响护士疲劳程度的主要因素,管理者应注重护士压力应对能力的培养,关注护士的工作和生活,降低护士整体疲劳程度。     

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.     

Ideal and perceived satisfaction of patient care providers

This study compared the ideal job satisfaction and perceived job satisfaction levels of patient care providers from labor and delivery, coronary intensive care, pediatric outpatient, and perioperative areas. Of the 243 surveys distributed, 112 (46%) patient care providers responded. The respondents included registered nurses, licensed practical nurses, patient care assistants, and a scrub technician. A dependent t test revealed a statistically significant difference in the providers' ideal job satisfaction and perceived job satisfaction (t = 16.66, df = 87, p = < .001). The mean ideal satisfaction as compared to the mean perceived satisfaction was 88.70 to 65.65.     

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.     

Different response alternatives in the assessment of job demands

Objectives The assessment of job demands, a pivotal concept in the study of work stress, is often problematic. Part of the problem is that people differ in their perception of whether a given task is overly demanding, or merely a welcome challenge. This study address this problem by examining alternative response formats for job demands that include the respondents’ appreciation of this aspect. Another job stress dimension known to be important for health, leadership, was used for comparison and the association with health measures were examined. Methods A professionally homogenous group of 105-white collar workers participated in the study. A questionnaire assessing two job characteristics, demand and leadership, was used with four alternative response formats. The selected items were taken from the General Nordic Questionnaire for Psychological and Social Factors at Work (the QPS_Nordic). Five indices from the SF-36 were used to reflect physical and mental health. Part correlations, taken from a multiple regression procedure were used to elucidate the unique contribution of response format in the association with health variables. Result For the assessment of Demand, response formats that tapped the employee’s experience of the demands performed best. This was in contrast to Leadership scales, where an alternative response format did not contribute any unique information. Conclusion Insofar as interventions are aimed at improving worker’s health, it seems reasonable to recommend that the workers should also be asked if the job demands are actually experienced as overly demanding.