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 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.     

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.     

Examination of physical and psychological health conditions and the influence factors of home helpers

The primary aim of this study was to examine the physical and psychological health conditions and the influence factors of home helpers. The secondary aim was to suggest a stress management system for home helpers. Self-report questionnaires were distributed to 1147 home helpers who were with home health care agencies in Kitakyushu-city. Responses from 979 home helpers were received, yielding a response rate of 85.5%. A total of 967 home helpers (excluding 12 male home helpers) were used for analysis. The Japanese version of the General Health Questionnaire 28 (GHQ-28) was used to measure the physical and psychological health conditions of the home helpers. In addition, as an influence factor, stress coping was measured by the Lazarus-type Stress Coping Inventory (SCI). Home helpers also filled out the Ego Aptitude Scale (EAS) as a personality measure. Furthermore, the subjects were asked questions about individual background factors, including age, marital status, working hours, years working as a home helper, type of home helper, job satisfaction, job continuation and awareness of stress. The data were analyzed using the Statistical Package for the Social Sciences (SPSS 11.5 J). The groups of full-time or part-time home helpers showed GHQ-28 total scores of 6.86 +/- 5.48 and 5.21 +/- 4.97 (Mean +/- SD): part-time home helpers had significantly higher scores than full-time home helpers. The GHQ-28 measure indicated that about 20% of home helpers had physical and psychological symptoms, and about 4% had mid-level depressive symptoms. About half of the subjects were aware of stress. There were significant negative correlations between GHQ-28 total scores and age. Also, there was a statistically significant relation between GHQ-28 and job satisfaction, awareness of stress, type of stress coping and individual personality. Furthermore, there was a statistically significant relation between GHQ-28 and the confrontive coping type, positive reappraisal of SCI, and critical attitude of Ego Aptitude categories. Findings suggested that for the management for home helper work stress, three points are required in the stress management of home helpers: (1) "Work Load", such as organization characteristics, job characteristics, work conditions; (2) "Influence Factors", such as personal characteristics (stress coping type and personality), social support (colleagues/supervisor), and job satisfaction are important; and (3) Enforcement of case manage-     

Factors Explaining the Job Satisfaction of Home Care Workers Who Left Their Older Care Recipients in Israel

There are high levels of turnover among home care workers. The study goal was to examine factors connected with job satisfaction of home care workers who resigned from their jobs. A survey (self-administered questionnaire) was conducted of 197 home care workers who resigned from their jobs with a home care agency in Jerusalem. Overall job satisfaction of the home care workers was low to moderate. Memory impairment of the care recipient and quality of the relationship between the care worker and the care recipient were significant in explaining overall and intrinsic job satisfaction of the workers. Functional status (activities of daily living) and the impact of the care recipient’s cognitive status on the care worker were significant in explaining job benefit satisfaction. Home care workers who provide care to severely disabled and cognitively impaired older persons experience great work stress. They need ongoing support and training as well as better job benefits.     

Can organizational support for technology influence job satisfaction?

The relationship between organizational support for telemedicine and nurses' job satisfaction in home health agencies (HHAs) is investigated in this study. Drawing from the theory of perceived organizational support, we propose that HHAs that provide strong support for telemedicine will have higher nurse job satisfaction levels than those that do not. Primary data were collected from 29 HHAs and 917 nurses from 2004 to 2005. The results of the analysis indicate a strong, positive, significant association between organizational support for telemedicine and home health nurses' job satisfaction. We conclude that technological implementation, with sufficient organizational support, can be a strong competitive strategy to attract and retain high-quality nurses.     

Psychological morale and job satisfaction among homecare workers who care for persons with AIDS.

This paper reports the findings of a study of 103 home care workers who have cared for PWAs. It investigated degree of "exposure" to AIDS cases, perception of risk of occupational contagion, client/worker relationships, attitudes toward homosexuality and drug abuse and other work related factors for their relationship with psychological morale and job satisfaction. Multivariate analyses found sociodemographic characteristics and physical health to be the strongest predictors of morale. The quality of client/worker relationships and risk perception were the strongest predictors of job satisfaction. These findings, and that of the relative lack of importance of exposure to AIDS cases and attitudes toward the risk groups in accounting for job satisfaction, are discussed in terms of qualitative data collected from respondents during informal small group discussions.     

Working in clients' homes: the impact on the mental health and well-being of visiting home care workers

The purpose of this paper is to examine the effects of working in clients' homes on the mental health and well-being of visiting home care workers. This paper reports the results of a survey of 674 visiting staff from three non-profit home care agencies in a medium-sized city in Ontario, Canada. Survey results are also complimented by data from 9 focus groups with 50 employees. For purposes of this study, home care workers include visiting therapists, nurses, and home support workers. Mental health and well-being is measured by three dependent variables: stress; job stress; and intrinsic job satisfaction. Multiple least squared regression analyses show several structural, emotional, physical, and organizational working conditions associated with the health and well-being of visiting home care workers. Overall, results show that workload, difficult clients, clients who take advantage of workers, sexual harassment, safety hazards, a repetitious job, and work-related injuries are associated with poorer health. Being fairly paid, having good benefits, emotional labour, organizational support, control over work, and peer support are associated with better health. Results suggest that policy change is needed to encourage healthier work environments for employees who work in clients' homes.     

Job Satisfaction and Retention of Rural Community Health Nurses in North Dakota

A correlation between job satisfaction and employment longevity has been demonstrated by a number of researchers. However, the measurable aspects of job satisfaction only partially explain an individual's tenure at a particular job. Information about the relationship between job satisfaction and retention of community health nurses in a rural state was provided by 258 community health nurses in North Dakota who responded to a mailed questionnaire. Job satisfaction assessment included measures of autonomy, task requirements, salary, benefits, rewards, professional status, organizational climate, and interpersonal interactions. Job satisfaction was analyzed by taking into account the individual importance of each component. While the majority (61%) of the responding nurses indicated that they expected to stay in their current jobs for a period of five years or more, they were dissatisfied with various aspects of their jobs. The greatest factor influencing the nurses' choice of current position was job availability, followed by preferences for the particular health care agencies or communities. These findings indicate that retention of rural nurses should focus on strategies that go beyond improving job satisfaction.     

Leadership and quality of working life in home health care

Home health care has undergone startling changes in the past decade and, in the process, become a strategically important ingredient of health care delivery. However, the question remains whether home health care organizations can deliver the benefits anticipated for integrated care delivery systems. The answer to this question depends to a great extent on whether home health care organizations build vibrant, visionary leadership capable of transforming organizations and motivating staff to deliver high quality and low cost services. This paper examines a case study of transformational leadership as it relates to the quality of working life for nurses, homemakers, and staff. The findings indicate that leader behaviour is strongly associated with homemakers', and to a lesser extent staff members', job satisfaction, job involvement, and propensity to remain with the organization. These job attitudes have been shown to be related to higher job performance. The implications for leadership in home health agencies are discussed.     

Leadership and Quality of Working Life in Home Health Care

Home health care has undergone startling changes in the past decade and, in the process, become a strategically important ingredient of health care delivery. However, the question remains whether home health care organizations can deliver the benefits anticipated for integrated care delivery systems. The answer to this question depends to a great extent on whether home health care organizations build vibrant, visionary leadership capable of transforming organizations and motivating staff to deliver high quality and low cost services. This paper examines a case study of transformational leadership as it relates to the quality of working life for nurses, homemakers, and staff. The findings indicate that leader behavior is strongly associated with homemakers', and to a lesser extent staff members', job satisfaction, job involvement, and propensity to remain with the organization. These job attitudes have been shown to be related to higher job performance. The implications for leadership in home health agencies are discussed.     

Australian GPs are satisfied with their job: even more so in rural areas

BACKGROUND: Australia has seen a constriction of the scope of practice and of professional prerogatives for GPs in the 1990s, which is said to have led to lower job satisfaction, particularly for rural GPs. OBJECTIVE: The aim of this study was to determine levels of job satisfaction and mental health in a rural and an urban sample of GPs, and to correlate population and practice characteristics with lower job satisfaction and morale. METHODS: A postal survey of GP members of two urban and four rural Divisions of General Practice in New South Wales was carried out using the Wall-Cook-Warr scale and the 12-item General Health Questionnaire (GHQ-12). The overall response rate was 74%. RESULTS: Both urban and rural Australian GPs were generally satisfied with their jobs; however, rural GPs had significantly higher job satisfaction scores. The highest levels of satisfaction were recorded for factors denoting autonomy. The lowest ranked factors were hours of work, income and government policy in general practice. GPs without psychological disturbance were significantly more satisfied with their work than those who were disturbed. Lower job satisfaction was significantly associated with urban GPs, GPs who worked full-time and those who used a language other than English during consultations. Poor mental health and working in an urban area were predictive of lower job satisfaction in men, and bulk-billing all patients (i.e. not charging patients a co-payment, but making a consolidated claim to the government funder Medicare) and working full-time were predictive of lower job satisfaction in women. CONCLUSIONS: Both urban and rural GPs derive a large measure of satisfaction from their job. In particular, rural GPs are satisfied, especially so with their autonomy. Poor mental health was the strongest predictor of lower job satisfaction. The high percentage of GPs with psychological disturbances raises the problem of their access to appropriate mental health services, in particular in rural areas.     

社区“国医堂”员工工作满意度调查

目的研究社区＂国医堂＂员工工作满意度现状,探索满意度影响因素。方法采用方便抽样的方法选取石家庄市23所和天津市11所社区卫生服务机构中的＂国医堂＂员工作为调查对象,利用工作满意度调查量表调查其工作满意度。结果工作满意度平均得分为3.50分。工作相关的6个因素平均得分分别为：领导与管理3.36分,晋升与培训3.15分,人际关系4.05分,工作条件3.18分,报酬与福利3.12分,工作本身3.20分。其中无离职想法较有离职想法的员工满意度显著增高（P〈0.05）。结论社区＂国医堂＂员工工作满意度受多方面因素影响,满意度有待进一步提高。     

Job Stress and Job Satisfaction: Home Care Workers in a Consumer-Directed Model of Care

Objective. To investigate determinants of job satisfaction among home care workers in a consumer‐directed model. Data Sources/Setting. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Data Collection and Analysis. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Principal Findings. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work‐health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Conclusions. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer‐directed models of care and efforts to retain long‐term care workers.     

Walking the tightrope between work and home: the role of job/home resources in the relation between job/home demands and employee health and well-being

The present study investigated the role of job/home resources in the relation between job/home demands and exhaustion, job satisfaction, work-home interference, and home-work interference during the COVID-19 pandemic. We explored the prevalence of job/home demands and resources during the COVID-19 pandemic, and examined whether working at different locations (i.e., working from home or at the office) affects how both job/home demands and resources are associated with employees’ health and well-being. An online cross-sectional survey study using self-report questionnaires was carried out among the networks of the International Commission on Occupational Health (ICOH) association (N=153). The findings of this study illustrated that (1) cognitive job demands/resources and emotional home demands/resources were crucial in predicting employee health and well-being; (2) a conceptual match was detected between corresponding demands and resources; (3) subgroup analysis showed that employees were not heavily affected by the different working locations during the pandemic. In conclusion, this study confirms the positive role of job/home resources. We suggest that cultivating specific job/home resources and establishing an appropriate match between specific job/home resources and corresponding job/home demands is necessary to ensure employees’ health and well-being in times of a pandemic.     

Work satisfaction,stress, quality of care and morale of older people in a nursing home

The aim in the present study, which was carried out in one nursing home for older people, was to determine the feasibility of working with care workers and very frail service users to investigate links between the levels of work satisfaction and stress of the staff, and the quality of care and morale of the residents. Most of the 44 care staff (70%) and 22 cognitively intact residents (82%) participated willingly in completing rating scales through self-completion questionnaire or by interview. Well-validated scales were used to measure job satisfaction, work stress, organisational commitment, perceived quality of care, and morale and mental health. The findings revealed a staff group with a fairly high level of job dissatisfaction and stress, who were, nevertheless, very committed to the nursing home. The morale of the residents was good although the residents rated the home atmosphere lower than the staff did. Significant correlations emerged, in the expected direction, between satisfaction, commitment, stress and quality of care perceived by staff. The correlations between home atmosphere perceived by residents, and their morale and mental health were low; further investigation is needed with a larger sample. This feasibility study supports the need for further research using a case-study approach in a small number of homes because of the labour-intensive nature of the data collection and the importance of triangulating data from many sources.     

Job characteristics and problems related to home care services for the elderly. A comparison among employment categories in Sapporo

OBJECTIVE: The aims of this study were to describe job characteristics for daytime and shift workers in home care services for the elderly and to clarify health care in the work setting, social support, and job satisfaction and possibilities. METHODS: A self-reported questionnaire was given to 433 home care workers, both full time and part time (more than 15 hours), at 35 institutions that provide home care services to residents of Sapporo (return rate; 80.2%). The following issues were investigated: job content (physical care, assistance with housework, and advice), specialty, job satisfaction, possibilities, job training, health care and social support. The results were compared among employed types: full-time and part-time daytime and shift workers using the t-test or the Fisher's test. RESULTS: The participants demonstrated high dissatisfaction with wages, physical uneasiness themselves and limited social support from their supervisors. Especially full-time workers were dissatisfied with the payment, whereas part-time workers complained about insufficient attention to the prevention of lumbago. It was found that part-time daytime workers were given insufficient on-job-training and education for prevention of infection, and that full-time shift workers greatly wished to leave the employment. However, the home care workers were satisfied with their job itself and expected to continue their work. Furthermore, half of the part-time workers hoped to work full time. CONCLUSIONS: Health management and educational training for part-time workers may be necessary to improve the quality of care services and protection of health. Promotion of full time employment and reconsideration of working condition might be necessary to provide sufficient home care services.     

The effects of stressors at work and in family life on self-rated health and psychological well-being

OBJECTIVE: This study examined the effects of stressors at work and in family life on self-rated health and psychological well-being. METHODS: The subjects were civil servants of T City (pop. 210,000) aged 35 years and older. In February 1998, a questionnaire survey was conducted (response rate: 82.6%). The 1,364 responders comprised 971 men, including 143 firefighters, and 393 women. Participants, excluding firefighters, were categorized into two groups according to satisfaction with their job and their family life. In these two groups, the stressors at work and in the home was examined. Job demands-control-support score, type of work, job rank, family control and close friends were examined with the t-test, and sex, hobbies and age examined with the chi 2 test. This was followed by covariance structure analysis of self-rated health and psychological well-being. RESULTS: For the groups dissatisfied with work or family life, the score for jpb demands was higher, and the scores for job control, social support and close friends were lower. The scores for self-rated health and psychological well-being items were also significantly lower. Covariance structure analysis demonstrated that factors at work had stronger effects. Regarding individual factors, job control, satisfaction with their job or family life and close friends had the greatest influence. CONCLUSIONS: Stressors at work and in family life result in lower self-rated health and psychological health. In particular, close friends and factors at work exert strongest effects on personal health. It is thus important for the prevention of stress-related diseases and the development of positive healthy life to reduce the work stressors and develop close friendships.     

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea

ABSTRACT: BACKGROUND: Job satisfaction is an important focal attitude towards work. Understanding factors that relate to job satisfaction allows interventions to be developed to enhance work performance. Most research on job satisfaction among nurses has been conducted in acute care settings in industrialized countries. Factors that relate to rural nurses are different. This study examined inter-personal, intra-personal and extra-personal factors that influence job satisfaction among rural primary care nurses in a Low and Middle Income country (LMIC), Papua New Guinea. METHODS: Data was collected using self administered questionnaire from rural nurses attending a training program from 15 of the 20 provinces. Results of a total of 344 nurses were available for analysis. A measure of overall job satisfaction and measures for facets of job satisfaction was developed in the study based on literature and a qualitative study. Multi-variate analysis was used to test prediction models. RESULTS: There was significant difference in the level of job satisfaction by age and years in the profession. Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurses employed by Church facilities compared to government facilities (P <0.01). Ownership of facility, work climate, supervisory support and community support predicted 35 % (R2 =0.35) of the variation in job satisfaction. The factors contributing most were work climate (17 %) and supervisory support (10 %). None of these factors were predictive of an intention to leave. CONCLUSIONS: This study provides empirical evidence that inter-personal relationships: work climate and supportive supervision are the most important influences of job satisfaction for rural nurses in a LMIC. These findings highlight that the provision of a conducive environment requires attention to human relations aspects. For PNG this is very important as this critical cadre provide the frontline of primary health care for more than 70 % of the population of the country. Many LMIC are focusing on rural health, with most of the attention given to aspects of workforce numbers and distribution. Much less attention is given to improving the aspects of the working environment that enhances intrinsic satisfaction and work climate for rural health workers who are currently in place if they are to be satisfied in their job and productive.     

The impact of atypical employment on individual wellbeing: evidence from a panel of British workers

This study explores the relationship between individual wellbeing and atypical employment, which includes both temporary and part-time employment schemes. Individual wellbeing is measured in terms of subjective indicators of mental health, general health status, life satisfaction, and job satisfaction. It addresses four questions: (1) Are workers on a temporary contract more likely to report poor health and poor life and job satisfaction than those who are employed in permanent jobs? (2) Is this the case for part-time workers compared to those who are in a full-time job? (3) Do changes in employment profiles (e.g., from a fixed-term contract to a permanent job, or from part-time employment to full-time employment) affect individuals' health and life satisfaction? (4) Are there differences in such relationships between men and women? To answer these questions, logistic regression models were used to analyse a panel of almost 7000 male and female workers from the first 10 waves of the British Household Panel Survey, 1991-2000. Controlling for background characteristics, atypical employment does not appear to be associated with adverse health consequences for either men or women, when both health and employment are measured at the same time. However, there is evidence that job satisfaction is reduced for seasonal/casual workers and is higher for part-timers. Taking account of selection issues does not change the general picture: the chances of poor mental and physical health and low life satisfaction are unaffected by atypical employment and some of the effects of job satisfaction persist. In addition, very few employment transitions appear to be consequential for a worsening in health outcomes, which tends to be observed in the case of job satisfaction. Although the pattern of results suggests that atypical forms of employment do not have durable adverse health consequences on workers, public policies that aim at improving the working conditions of workers in weak bargaining positions should give special attention to equity issues, including the possible health effects of experience of work in atypical employment arrangements.