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BMC Health Services Research Dec 2022The Biopsychosocial (BPS) model is recognized and widely accepted in the field of health care, particularly in rehabilitation. However, in clinical practice the...
BACKGROUND
The Biopsychosocial (BPS) model is recognized and widely accepted in the field of health care, particularly in rehabilitation. However, in clinical practice the applicability of the BPS model is a challenge for many professionals.
METHOD
This study aimed to explore the factors that impact the perception of rehabilitation professionals about the BPS model in Ukraine. In addition, the job satisfaction assessment was done to measure whether rehabilitation specialists in Ukraine fulfil their professional roles according to their expectations and values. Participants were 346 rehabilitation specialists from Ukraine who completed the Bio-Psycho-Social Scale (BPS) for Use in Healthcare and the Global Job Satisfaction Scale (GJSS). The ANOVA was used to investigate the outcome differences between the two scales.
RESULTS
The highest proportion of responders in this study represented state health services. The BPS subscale outcomes on "assessment and reporting" and "professional knowledge and skills" were significantly higher for specialists from a private sector. The global job satisfaction scale outcomes did not differ between responders from the private and state health sector. The perception of professionals networks was associated with greater job satisfaction.
CONCLUSIONS
The findings suggest that conception of the BPS approach in rehabilitation system of Ukraine varies across the private and state settings. The professional network plays important role in job satisfaction of rehabilitation professionals in Ukraine. Future research focusing on education strategies to effectively train professionals to apply biopsychosocial approach to practice is of critical importance to prepare rehabilitation specialists in Ukraine.
Topics: Humans; Job Satisfaction; Health Personnel; Ukraine; Medicine; Delivery of Health Care; Surveys and Questionnaires
PubMed: 36527050
DOI: 10.1186/s12913-022-08755-z -
International Journal of Environmental... Feb 2023The perception of interpersonal justice is one of the key resources for improving employees' performance intention. Elements such as employees' level of satisfaction or...
The perception of interpersonal justice is one of the key resources for improving employees' performance intention. Elements such as employees' level of satisfaction or their self-perception of their ability to cope with problematic situations are key factors in this relationship according to the job demands-resources model. The objective of this study was to analyze how the perception of job satisfaction and the self-perception of resilience influence how interpersonal justice affects employee performance. A total of 315 public sector employees, who perform administrative and customer service tasks, have contributed to this study. The results show that the relationship between interpersonal justice and intra-role performance is completely mediated by job satisfaction; however, when we include the modulating effect of resilience between interpersonal justice and job satisfaction, the influence of the former is reduced as the self-perception of resilience. This indicates that the positive effects of justice are reduced as workers' self-perception of resilience increases.
Topics: Humans; Job Satisfaction; Social Justice; Self Concept
PubMed: 36833650
DOI: 10.3390/ijerph20042957 -
Frontiers in Public Health 2022Primary health care institutions face major challenges in maintaining the accessibility and affordability of health services. This requires primary care providers to...
BACKGROUND
Primary health care institutions face major challenges in maintaining the accessibility and affordability of health services. This requires primary care providers to change and improve their performance. Therefore, Study on the job performance is conducive to improve the quality of primary health care services and the sense of access of primary care providers.To understand the current status of job performance among primary care providers in Heilongjiang Province, China, and explore the impact of job satisfaction and social support on job performance, further to improve the job performance of primary care providers and ensure the stable development of primary health services.
METHODS
A stratified sampling method was adopted to select 1,500 primary care providers from seven cities in Heilongjiang Province, China, using the gross domestic product development level of each city as a basis. A questionnaire survey was conducted (effective response rate was 85.8%) by using sociodemographic factors, job satisfaction scale, social support scale and job performance scale. One-way ANOVA or independent sample -test was used to analyze the differences of demographic factors on job performance. Pearson correlation analysis was used to measure relationship between job satisfaction, social support and job performance. Hierarchical linear regression was used to analyze the relevant influencing factors associated with job performance among primary care providers.
RESULTS
Among the primary care providers who participated in this survey, the mean job performance score was 22.189 (SD = 7.695). The job performance of primary care providers was positively correlated with job satisfaction (r=0.574, < 0.001), and was also positively correlated with social support (r = 0.534, < 0.001). Model 3 showed that job satisfaction (β = 0.299, < 0.001) and social support (β = 0.149, p <0.001) are positive predictors of job performance, respectively. Moreover, the regression relationship explained that 37.6% for the variation of the dependent variable.
CONCLUSIONS
The job performance of primary care providers in Heilongjiang province is relatively low. Job satisfaction and social support are the relevant factors affecting the job performance of primary care providers. It is necessary to provide assistance to primary care providers in terms of family, organization, society, policy, etc., to improve their job performance, and to better provide high-quality health services to the grassroots.
Topics: China; Cross-Sectional Studies; Job Satisfaction; Primary Health Care; Social Support; Work Performance
PubMed: 35801248
DOI: 10.3389/fpubh.2022.884955 -
Frontiers in Public Health 2021Gender has been associated with job-related experience, including job satisfaction and work-life balance. This study aimed to identify gender differences in job...
Gender has been associated with job-related experience, including job satisfaction and work-life balance. This study aimed to identify gender differences in job satisfaction and work-life balance among Chinese physicians in a large, nationally representative sample. A national cross-sectional survey was conducted between March 18 and 31, 2019, using an anonymous online questionnaire. The questionnaire included the short-form MSQ (Chinese version) and a work-life balance item. The demographic and job-related factors were also collected. In total, 22,128 physicians (9,378 males and 12,750 females) from 144 tertiary public hospitals completed the survey. The overall MSQ score (job satisfaction) was 70.31 ± 12.67, and it was 69.89 ± 13.24 in males, and 70.63 ± 12.22 in females, respectively ( < 0.001). Only 931 (4.21%) physicians were very satisfied with WLB (421 males, 510 females), and 2,534 (11.45%) were rated as satisfied. Age, education, monthly income, working hours, specialty, and professional titles were significantly associated with job satisfaction; while number of children, specialty, professional titles, monthly income, age, working hours were significantly associated with WLB. No significant gender differences were observed in job satisfaction or WLB after controlling confounding factors (both > 0.05). While many demographic and work-related factors are significantly associated with job satisfaction and WLB, we found no significant gender differences, which is different from many other studies. To improve Chinese physicians' job satisfaction and work-life balance, interventions should be focused on certain specialties and on other modifiable factors, such as income, working hours.
Topics: Child; China; Cross-Sectional Studies; Female; Hospitals, Public; Humans; Job Satisfaction; Male; Physicians; Sex Characteristics; Work-Life Balance
PubMed: 34041214
DOI: 10.3389/fpubh.2021.635260 -
Nursing Open Jan 2023This study aimed to compare nurses' perceptions of career ladder systems, job satisfaction and turnover intention in small- and medium-sized hospitals with and without a...
AIM
This study aimed to compare nurses' perceptions of career ladder systems, job satisfaction and turnover intention in small- and medium-sized hospitals with and without a career ladder system.
DESIGN
A cross-sectional, correlational, descriptive study was conducted.
METHODS
Data were collected using self-report surveys from 130-144 participants in small- and medium-sized hospitals with and without a career ladder system, respectively. The data were collected from July 1, 2019-July 31, 2019.
RESULTS
The perception of the career ladder system was positively correlated with job satisfaction in hospitals with and without a career ladder system but negatively correlated with turnover intention in those with a career ladder system only. A positive perception of the system is associated with increased job satisfaction and lowered turnover intention. Hospitals should implement a career ladder system and improve nurses' perception by addressing the specific categories identified in this study.
Topics: Humans; Job Satisfaction; Cross-Sectional Studies; Career Mobility; Nursing Staff, Hospital; Personnel Turnover; Nurses
PubMed: 35851848
DOI: 10.1002/nop2.1294 -
Occupational Therapy International 2023This study is aimed at providing baseline data for improving the social participation of persons with visual impairment by verifying the impacts of daily life...
OBJECTIVE
This study is aimed at providing baseline data for improving the social participation of persons with visual impairment by verifying the impacts of daily life satisfaction and job satisfaction on their social participation.
METHODS
This study utilized data from the 5th survey of the 2nd wave of the Panel Survey of Employment for the Disabled (PSED) provided by the Korea Employment Agency for Persons with Disabilities (KEAD). Of the 511 persons with visual impairment who participated in the panel survey, 151 people who met the inclusion criteria were selected as the research subjects. This study compared social participation, job satisfaction, and daily life satisfaction, which were validated by experts' review, consulting, and research at the KEAD.
RESULTS
Daily life satisfaction and job satisfaction of persons with visual impairment had positive correlations with social participation. Job satisfaction had a statistically significant impact on social participation. Additionally, the stability of employment and monthly income were the variables affecting social participation.
CONCLUSION
The result drawn in this study can be applied as basic data related to the social participation of people with visual impairment.
Topics: Humans; Job Satisfaction; Social Participation; Occupational Therapy; Employment; Disabled Persons; Vision Disorders
PubMed: 37521008
DOI: 10.1155/2023/6475756 -
BMC Health Services Research Jan 2021This study contributes to research on the paediatrician shortage by examining occupational identity, job satisfaction and their effects on turnover intention among...
BACKGROUND
This study contributes to research on the paediatrician shortage by examining occupational identity, job satisfaction and their effects on turnover intention among paediatricians in China.
METHODS
A multi-stage stratified random sampling method was employed to conduct a questionnaire survey. Of the 4906 survey recipients, valid data were collected from 4198 of the respondents (85.6%). The participants were from seven geographic regions of China (south, central, north, east, northwest, southwest, and northeast). Paediatricians who volunteered and provided written informed consent participated. All variables including basic socio-demographics and work-related characteristics, occupational identity, job satisfaction and turnover intention were based on available literature, and measured on a 5- point Likert scale. Statistical methods such as exploratory factor analysis (EFA), descriptive analysis, common method bias, one-way ANOVA test, Pearson correlation analysis and mediation analysis were used.
RESULTS
Significant differences were observed among the respondents in terms of turnover intention based on age, education level, marital status, region, the type and grade of practice setting, professional title, years in practise, workload, rest days, and monthly income. Occupational identity and job satisfaction were both negatively related to turnover intention, and occupational identity was positively correlated with job satisfaction (r = - 0.601, p < 0.01; r = - 0.605, p < 0.01). The results also showed that job satisfaction played a mediating role in the association between occupational identity and turnover intention among Chinese paediatricians.
CONCLUSIONS
Work conditions, workload and salary are crucial factors of turnover intention among paediatricians in China. Therefore, we suggest that healthcare managers should increase investment in paediatrics, implement salary reforms and dedicate more attention to female and young paediatricians, thus reducing turnover intention among Chinese paediatricians.
Topics: Child; China; Cross-Sectional Studies; Female; Humans; Intention; Job Satisfaction; Pediatricians; Personnel Turnover; Surveys and Questionnaires
PubMed: 33397391
DOI: 10.1186/s12913-020-05991-z -
Frontiers in Public Health 2024Job satisfaction among nurses is closely related to work environment as well as organizational and professional commitment. Satisfaction is a concept derived from Latin,...
INTRODUCTION
Job satisfaction among nurses is closely related to work environment as well as organizational and professional commitment. Satisfaction is a concept derived from Latin, where "satis" means "enough," as much as is needed to fully satisfy expectations, needs, aspirations, in such a way that there is no room for complaint. Job satisfaction, on the other hand, is formulated as a positive attitude of employees toward the duties of the job, the work environment and other employees. The aim of this paper was to demonstrate how the different areas of nurses' professional life, i.e., workload, control, rewards, community, sense of justice and values, correlate with their perceived job satisfaction.
MATERIALS AND METHODS
A cross-sectional study was conducted in a group of 509 nurses working in a public hospital in Poland. Data were collected using a survey questionnaire, which consisted of a section containing sociodemographic data and standardized instruments: The Minnesota Satisfaction Questionnaire (MSQ) and The Areas of Worklife Survey (AWS) developed by Maslach and Leiter. Correlations were made using Spearman's rho coefficient. The calculations also used stepwise linear regression analysis after checking certain assumptions, including checking the assumption of normality of residuals and the Durbin-Watson Test.
RESULTS
The mean score for the 20 items of the MSQ questionnaire ranged from 3.05 to 3.43 on a 5-point Likert scale. Support from the interdisciplinary team, which concerned assessing the quality of the social environment in the workplace, cooperation and showing positive feelings received the highest rating among respondents (3.51 ± 0.76). The sense of fair treatment at work averaged 3.26 ± 0.58. The area of value conflict within the organization itself or between the employee's values and those of the organization, respondents rated an average of 3.26 ± 0.65. The mean score for all areas of professional work in the surveyed group was 3.09 ± 0.45.
CONCLUSION
As satisfaction in particular areas of work life increases, so does the level of satisfaction in such aspects of work as achievement and a sense of fairness. The higher the level of satisfaction in the area of control, the more the sense of satisfaction with independence increases. The higher the satisfaction of respondents in the areas of values, workload and control, the higher the level of satisfaction with working conditions occurs.
Topics: Humans; Job Satisfaction; Cross-Sectional Studies; Workplace; Surveys and Questionnaires; Poland
PubMed: 38638473
DOI: 10.3389/fpubh.2024.1370052 -
La Medicina Del Lavoro Dec 2018.
UNLABELLED
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BACKGROUND:
In available scientific literature, the impact of organizational trust and perceived organizational support on employees’ well-being has mainly been investigated without focusing on the different targets they can refer to.
OBJECTIVES:
The aim of the study is to test the direct role of these variables as precursors of well-being, job satisfaction and turnover intentions, by distinguishing two different levels in trust and support: the first one stemming from the employees’ own team (in which employees have direct and daily interpersonal relationships, and within which they build their work experience), the second stemming from the organization itself.
METHODS:
In this study, a survey was administered to more than 1,000 employees of a Sicilian hospital. The relationships between the variables were studied through the use of hierarchical regression analysis.
RESULTS:
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CONCLUSIONS:
Distinguishing between team and organizational levels of trust and support allows to better understand the relationship between trust and support and well-being and organizational outcomes such as job satisfaction and turnover intentions. Practical implications, as well as future research, should therefore refer to the different levels of such predictors.
Topics: Intention; Interpersonal Relations; Job Satisfaction; Organizational Culture; Personnel Turnover; Surveys and Questionnaires
PubMed: 30556536
DOI: 10.23749/mdl.v110i6.7389 -
International Journal of Environmental... Feb 2022Background: Work-privacy conflict (WPC) has become an important issue for medical professionals. The cluster-randomized controlled IMPROVEjob study aimed at improving... (Randomized Controlled Trial)
Randomized Controlled Trial
Background: Work-privacy conflict (WPC) has become an important issue for medical professionals. The cluster-randomized controlled IMPROVEjob study aimed at improving job satisfaction (primary outcome), with additional outcomes such as examining the work-privacy conflict in German general practice personnel. Using baseline data of this study, the relationship between work-privacy conflict and job satisfaction (JS) was analyzed. In addition, factors associated with higher WPC were identified. Methods: At baseline, 366 participants (general practitioners (GPs) in leadership positions, employed general practitioners, and practice assistants) from 60 German practices completed a questionnaire addressing socio-demographic data and job characteristics. Standardized scales from the German version of the COPSOQ III requested data concerning job satisfaction and work-privacy conflict. Both scores range from 0 (lowest) to 100 (highest). Multilevel analysis accounted for the clustered data. Statistical analyses were performed using IBM SPSS and RStudio software, with a significance level set at p < 0.05. Results: Job satisfaction was 77.16 (mean value; SD = 14.30) among GPs in leadership positions (n = 84), 79.61 (SD = 12.85) in employed GPs (n = 28), and 72.58 (SD = 14.42) in practice assistants (n = 254). Mean values for the WPC-scale were higher for professionals with more responsibilities: GPs in leadership positions scored highest with 64.03 (SD = 29.96), followed by employed physicians (M = 45.54, SD =30.28), and practice assistants (M = 32.67, SD = 27.41). General practitioners and practice assistants working full-time reported significantly higher work-privacy conflict than those working part-time (p < 0.05). In a multilevel analysis, work-privacy conflict was significantly associated with job satisfaction (p < 0.001). A multiple regression analysis identified working hours, as well as and being a practice owner or an employed physician as factors significantly influencing WPC. Discussion: WPC was high among general practice leaders and practice personnel working full-time. Future interventions to support practice personnel should focus on reducing WPC, as there is good evidence of its effects on job satisfaction.
Topics: Employment; General Practice; General Practitioners; Humans; Job Satisfaction; Privacy; Surveys and Questionnaires
PubMed: 35270317
DOI: 10.3390/ijerph19052618