Factors influencing job satisfaction among Jordanian occupational therapists: a qualitative study

Purpose: The main purpose of this study was to explore factors influencing job satisfaction and dissatisfaction among Jordanian occupational therapists. Methods: Ours was an explorative qualitative study involving the use of structured open‐ended written questions. Participants were asked to answer in narrative their perception about the factors behind their job satisfaction and dissatisfaction. In addition, they were asked to express their suggestions, ideas, or solutions for increasing job satisfaction. Results: Ninety‐three occupational therapists responded to the survey. For job satisfaction questions, four themes emerged: a humanistic profession; professional issues; work benefits; and work environment. Participant’s comments at the end of the survey revealed one general theme for improving job satisfaction, ‘a call for improvement’. Discussion: This qualitative study revealed that the humanistic nature of occupational therapist was counterbalanced by several dissatisfying factors for occupational therapy practitioners in Jordan. The need for better supported working conditions in terms of financial rewards, recognition, awareness and resources as well as public and professional recognition of occupational therapists are needed to enhance the occupational therapy profile in Jordan. A comprehensive collaboration is highly needed between the individual practitioners, representatives of the profession, government and hospital administrators.     

Job satisfaction in occupational therapy: a qualitative investigation in urban Australia

Background:  Job satisfaction has been shown to affect levels of staff retention and work productivity, but few studies have been conducted with occupational therapists in an Australian setting.
Methods:  Using a hermeneutical phenomenological approach, the findings from a study examining the factors that contribute to job satisfaction in occupational therapists working in Australia, are reported.
Results:  Job satisfaction in occupational therapy was derived from the sense of achievement felt when providing effective clinical care. Job dissatisfaction stemmed from the poor profile and status of the profession.
Conclusions:  Based on the study findings, there is an imperative that the profession of occupational therapy continue to use research findings to support clinicians in providing effective health care, and improve the community understanding of occupational therapy.     

Work-related self-efficacy of occupational therapists in mental health

Abstract

Aim: Changes in the mental health field have created new job expectations of occupational therapists (OTs). The present research investigated differences in general self-efficacy (GSE) and work-related self-efficacy (WRSE) between occupational therapists (OTs) working in psychiatric hospitals and OTs working in community-based mental health services. Method: Thirty-four OTs working in psychiatric hospitals and 30 OTs working in community-based settings (n = 60) completed the General Self Efficacy Scale (GSE) and the WRSE in Mental Health Occupational Therapy Scale (WSMOT). Results: The two groups showed no differences in total WRSE score. Both evinced high self-efficacy in direct intervention activities, and low self-efficacy in managing and counseling. Conclusion: Results enlighten an overall high WRSE, which indicates successful adaptation of OTs to changing roles and tasks in mental health, similar to studies in other countries. However, it reveals discrepancies between job demands and self-efficacy of OTs that should be addressed at educational and managerial levels.     

Relationship between coping skills and job satisfaction among Japanese full-time occupational physicians

Objective The present study investigated the relationship between coping skills and job satisfaction among Japanese full-time occupational physicians (OPs). Methods In 2000 we mailed self-administered questionnaires to 716 full-time OPs who were members of “Sanyu-kai”, the only Japanese association of full-time OPs. The questionnaires included age, gender, marital status, main type of company’s work, the number of full-time OPs, the number of employees, working years as an OP, tenure in the present company, job stress, and coping skills question. The coping skills questions consisted of 11 items which were decided after discussion among several experienced full-time OPs. In total, 351 (49%) of the OPs returned suitable questionnaires for analyses. Results Considering age, gender, marital status, and coping skills, multiple regression analysis (stepwise method) found that age, simplification of work, obvious roles for staff, consultations, and communication in the community and company were factors which contributed significantly to job satisfaction. Structural equation modeling showed that age and coping skills such as work system improvements, consultations, and communication in the community and company influenced job satisfaction. Discussion Our results indicated that the age and coping skills influenced job satisfaction among full-time OPs. Our results are also considered to support the training of OPs in the future.     

农民工职业紧张与工作满意度关系

目的 初步探讨农民工职业紧张与工作满意度关系:心理资本的中介作用。方法 整群随机抽取安徽建筑工地、民营企业899名农民工,运用付出-回报失衡问卷、工作满意度问卷和心理资本问卷进行测量。结果 889名农民工工作满意度平均得分为(65.04±10.91)分,心理资本4个维度平均得分自我效能为(22.1±5.34)分,希望(23.7±4.67)分,韧性(23.5±3.61)分,乐观(22.6±2.69)分;外在付出与工作满意度呈负相关(r=-0.150,P<0.001),回报、内在投入和心理资本均与工作满意度呈正相关(均P<0.001),职业紧张在工作满意度的解释增量为30.6%,心理资本的中介作用对工作满意度解释增量为22.5%。结论 农民工工作满意度一般,外在付出、回报、内在投入对于工作满意度有良好的预测作用,心理资本在回报、内在投入与工作满意度的关系中起中介作用。     

Relationship between job stress and self-rated health among Japanese full-time occupational physicians

Objective We investigated relationship between job stress and self-rated health among Japanese nese full-time occupational physicians (OPs). Methods In 2000, we mailed self-administrated questionnaires to 716 OPs. Of these OPs, 349 (49%) returned sufficiently completed questionnaires for analyses. oblique-rotated principal factor analysis of the job stress questionnaire extracted three components; low understanding of occupational health services in companies (low understanding), conflicts between occupational physicians and their coworkers (conflicts), and discrepancies between occupational physicians’ routine work and occupational health services (discrepancies). Results The model, in which low understanding contributed to self-rated health through job satisfaction and self-rated health was influenced by job satisfaction and discrepancies, provided a good fit to the data. Conclusions We found that a potential relationship between job stress and self-rated health among Japanese full-time OPs. The present results implied that among full-time OPs, low understanding contributed negatively to self-rated health through job satisfaction, and that self-rated health was influenced positively by job satisfaction and negatively by discrepancies.     

南京市医院医生工作满意度调查

文章参考了国内外关于工作满意度研究的文献,探讨影响医生工作满意度的因素,对南京市5家医院的医生进行了工作满意度问卷调查,并对所得数据进行了统计分析,结果显示:医生最满意的是同事关系,最不满意的是工作时间安排,其次是薪酬,医生总的满意度不高;不同职称、年龄、工龄、月收入的医生之间工作满意度存在显著性差异;学历较高者满意度也较高(回归系数为0.447,OR值1.564);医生对医生责任保险有较高需求;部分医生产生了明显的工作倦怠;部分医生希望通过业余医疗服务兼职来提高收入。     

Factors associated with the recruitment and retention of social workers in Wales: employer and employee perspectives

Despite acute staffing shortages in social work, workforce planning within the UK social care sector is compromised by poor workforce intelligence. This study aimed to inform the evidence base providing new data on recruitment and retention in Wales, examining what personal and organizational characteristics are associated with intentions to leave, and what initiatives or incentives might mediate that effect. A multi‐method design facilitated comparisons between two data sources – a census of all 22 Welsh local authority employers about recruitment and retention practices and a survey of all social workers and senior practitioners employed in social services (n = 998; response rate 45.9%) about demography, workforce characteristics, working patterns, morale and plans and reasons for leaving one's job. Vacancy (mean 14.4%) and turnover (mean 15%) rates were statistically significantly higher in children's services than in adult services; vacancy rates were also higher in authorities that offered higher starting salaries. The provision of certain types of traineeship might also be associated with higher vacancy rates but these results should be treated with some caution. There was little evidence that recruitment and retention initiatives were associated with lower vacancy or turnover rates, despite employers’ perceptions about their effectiveness. Social workers derived a lot of satisfaction from their work, but more than a quarter wanted to leave their job within 6 months, and almost as many were actively seeking alternative employment. Intention to leave was explained by job and employer satisfaction, and negative feelings about pay. Senior practitioners and staff members with longer lengths of service were less likely to want to leave, even if they were dissatisfied with their job or employer. Job and employer dissatisfaction was associated with retention initiatives related to facilities, good caseload management and home‐working, suggesting that dissatisfied staff might remain in employment for longer if these initiatives were in place.