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PloS One 2021Job satisfaction has gained increasing interest in the world of work and a vast field of research has been stimulated regarding its antecedents. Among these, personality...
Job satisfaction has gained increasing interest in the world of work and a vast field of research has been stimulated regarding its antecedents. Among these, personality traits have received consistent and significant attention, with a particular emphasis on conscientiousness. To delve deeper and detail these aspects, in the present research, a moderation model was hypothesized, with the aim of investigating the effect of age on the association between conscientiousness (and its subdimensions scrupulousness and perseverance) and job satisfaction. The age-moderated interactions of the other Big Five personality traits were also explored. The study involved 202 Italian workers (92 men, 110 women) with a mean age of 44.82 years (SD = 10.56) who completed the Big Five Questionnaire and the Job Satisfaction Scale. The results showed a positive association between conscientiousness and job satisfaction. This was moderated by age to the extent that it was significant for younger and average-age workers and was less significant for older workers. Similar results were found for the subdomain of perseverance, while the relationship between scrupulousness and job satisfaction was not significant. Furthermore, no age-moderated interaction between the other Big Five personality traits and Job satisfaction were found. Such data supports interactive models that highlight the need to integrate personality traits with other factors in exploring the antecedents of job satisfaction. These findings provide additional elements to an understanding of the factors contributing to workers satisfaction, and could have important applicative implications in a framework for healthy organizations and the well-being movement.
Topics: Adult; Female; Humans; Job Satisfaction; Male; Middle Aged; Personality; Surveys and Questionnaires
PubMed: 34310605
DOI: 10.1371/journal.pone.0252275 -
Nursing Open Nov 2020To study the impact of organizational changes on the quality of health services and on health professionals' job satisfaction in specialist health services.
AIMS
To study the impact of organizational changes on the quality of health services and on health professionals' job satisfaction in specialist health services.
DESIGN
A repeated cross-sectional study, including 5 years before (2007) and 5 years after (2017) the introduction of The Coordination Reform in Norway.
METHODS
Nurses and auxiliary nurses working in medical wards at three hospitals evaluated the quality of health services and various aspects of their working conditions, using questionnaires: Quality of Patient Care and the Job Satisfaction Scale.
RESULTS
In 2017, nurses and auxiliary nurses had longer work experience compared with 2007. Nurses and auxiliary nurses also worked full hours. There was no significant change over time in total Quality of Patient Care score or in any of the sub-scores. There was no significant change in total Job Satisfaction Scale score over time, but there was a significant decline in the sub-score for physical working conditions.
Topics: Cross-Sectional Studies; Hospitals; Humans; Job Satisfaction; Norway; Trust
PubMed: 33072354
DOI: 10.1002/nop2.554 -
BMJ Open May 2023Organisational commitment, job satisfaction and intention to leave constitute important characteristics of health professionals' employment status. Our study aimed at...
OBJECTIVES
Organisational commitment, job satisfaction and intention to leave constitute important characteristics of health professionals' employment status. Our study aimed at investigating the level of organisational commitment, job satisfaction in association with intention to leave among physicians.
DESIGN
A cross-sectional study.
SETTING
A survey was conducted using self-administered questionnaires (the Organizational Commitment Questionnaire and the Job Satisfaction Survey) among all physicians working in the public health sector of Cyprus (October 2016-January 2017).
PARTICIPANTS
Out of 690 physicians working in the public health sector who received an invitation to participate, 511 completed the survey and 9 were excluded. Therefore, 502 physicians were included in the final analysis (response rate 73%). A total of 188 cases were excluded because they were undetermined with respect to their intention to leave and a total of 75 cases were excluded from the regression analysis due to missing values on at least one variable or due to having values considered as outliers. Therefore, a total of 239 physicians (120 men and 119 women) were included in the current analysis.
PRIMARY AND SECONDARY OUTCOME MEASURES
Physicians' intention to leave.
RESULTS
A considerably large percentage of physicians (72.8%) working in the public hospitals and healthcare centres of Cyprus reported their intention to leave their job. Moreover, the majority of employees in public hospitals (78.4%) intended to leave their job, while only 21.6% of employees in health centres reported an intention to leave (p<0.001). The study also confirmed that organisational commitment and job satisfaction were negatively correlated with intention to leave. In addition, the results of this study demonstrate that certain demographics also influence physicians' intention to leave including age, gender and medical specialisation.
CONCLUSIONS
Certain physicians' demographics, organisational commitment and job satisfaction constitute important parameters influencing physicians' intention to leave their job.
Topics: Male; Female; Humans; Job Satisfaction; Cross-Sectional Studies; Cyprus; Intention; Public Health; Physicians; Employment
PubMed: 37221020
DOI: 10.1136/bmjopen-2022-067527 -
Acta Psychologica Jun 2022This study investigates the patterns of relations between beliefs, emotions, and job satisfaction in 249 Italian in-service teachers. Participants were assessed on their...
This study investigates the patterns of relations between beliefs, emotions, and job satisfaction in 249 Italian in-service teachers. Participants were assessed on their growth and fixed mindsets, self-efficacy beliefs, emotions associated with various components of their professional engagement and job satisfaction. Mediational analyses shed light on the mediating role of teaching and role emotions in the relation between beliefs and job satisfaction. Specifically, teachers' high self-efficacy beliefs positively impact on job satisfaction if negative teaching and role emotions are contained at low levels.
Topics: Emotions; Humans; Job Satisfaction; School Teachers
PubMed: 35367636
DOI: 10.1016/j.actpsy.2022.103580 -
International Journal of Environmental... Mar 2020A lack of research has been undertaken to explore work-family conflict and its impact on the shipping industry. The objective of the present study was to empirically...
A lack of research has been undertaken to explore work-family conflict and its impact on the shipping industry. The objective of the present study was to empirically examine the effects of work-family conflict, job stress, and job satisfaction on seafarer performance. Data were collected from merchant ship seafarers in the Yangshan Port, Shanghai, China ( = 337). A data analysis was performed using hierarchical regression analysis. The research results revealed that work-family conflict and job stress negatively affects seafarer self-reported performance, while job satisfaction positively influences seafarer job performance. Findings also show that job satisfaction plays a moderating role in the relationships between work-family conflict, job stress and seafarer performance. Our findings demonstrate that work-family conflict, job stress and job satisfaction manifested are significant predictors for seafarer performance. Important applications and implications are provided for managers and researchers.
Topics: China; Family Conflict; Humans; Job Satisfaction; Military Personnel; Occupational Stress; Surveys and Questionnaires; Work Performance
PubMed: 32218272
DOI: 10.3390/ijerph17072191 -
Frontiers in Public Health 2023An understanding of the economic life activities of persons with disabilities (PWD) is important. Their ability to perform tasks and an increase in their income are more...
BACKGROUND
An understanding of the economic life activities of persons with disabilities (PWD) is important. Their ability to perform tasks and an increase in their income are more likely to yield an improvement in their Self-Rated Health (SRH) and happiness. However, there is still a lack of understanding of the specific associations among PWD in South Korea. Thus, this study conducted a longitudinal analysis of the association between job satisfaction and SRH, happiness among the Korean PWD.
METHODS
After excluding missing values, data on 1,637 participants at baseline (1st wave) were analyzed using the chi-square test, t-test, Analysis of Variance (ANOVA) and generalized estimating equation (GEE) model for data from 1st to 3rd Panel Survey of Employment for the Disabled (PSED). All analyses were conducted using the SAS statistical software package, version 9.4.
RESULTS
Compared to very high job satisfaction group, low job satisfaction group was more likely to experience negative SRH [odds ratio (OR): 3.497, value of : <0.0001] and experience low happiness (: -0.291, value of : <0.0001). Furthermore, in terms of the overall satisfaction with current job among the PWD, compared to the 'very satisfied' group, 'very unsatisfied' group had higher negative SRH (OR: 5.158, value of : 0.003) and lower happiness (: -0.327, value of : <0.0001).
CONCLUSION
This study suggests that increasing job satisfaction of PWD possibly leads to decreased negative SRH and to increased happiness, resulting in better SRH and happiness. Furthermore, it suggests the establishment of systemic, policy-oriented measures to enhance the employment opportunities for disabled individuals in Korea and create an inclusive working environment that aligns with their respective job responsibilities.
Topics: Humans; Job Satisfaction; Happiness; Employment; Disabled Persons; Republic of Korea
PubMed: 37786784
DOI: 10.3389/fpubh.2023.1122648 -
Job satisfaction, psychological well-being, and perceived stress among teachers during the pandemic.Asian Journal of Psychiatry May 2022
Topics: COVID-19; Humans; Job Satisfaction; Pandemics; SARS-CoV-2; Stress, Psychological
PubMed: 35248842
DOI: 10.1016/j.ajp.2022.103049 -
Journal of Athletic Training Mar 2022Athletic trainers' (ATs') job satisfaction has been extensively researched, yet little is known about how satisfaction relates to organizational culture.
CONTEXT
Athletic trainers' (ATs') job satisfaction has been extensively researched, yet little is known about how satisfaction relates to organizational culture.
OBJECTIVE
To examine ATs' level of job satisfaction with and organizational-fit perceptions of their employment setting.
DESIGN
Cross-sectional study.
SETTING
Web-based questionnaire.
PATIENTS OR OTHER PARTICIPANTS
A total of 5704 ATs (full-time employment, nonacademic appointment) were contacted via email; 841 participants began our survey (access rate = 14.7%), and 285 completed it (5.0% response rate; 33.9% completion rate). Demographic characteristics were men = 107 (37.5%), women = 178 (62.5%); age = 34.8 ± 9.9 years; and employment setting = 34.7% (n = 99) from National Collegiate Athletic Association Division I, 18.9% (n = 54) from Division II, 29.5% (n = 84) from Division III, and 16.9% (n = 48) other.
MAIN OUTCOME MEASURE(S)
Participants responded to an online survey consisting of demographic questions, a 36-item Likert-scale Job Satisfaction Survey, and the Cable and Judge revision of the O'Reilly, Chatman, and Caldwell 40-item ranking Organizational Culture Profile survey. Multiple linear regression models for total or subscale job satisfaction were used to analyze the data. All models adjusted for the same demographic measures, and the independent variables of interest were created from the organizational culture survey responses.
RESULTS
Coworkers (minimum [min] = 9, maximum [max] = 24, ρ = .79), communications (min = 9, max = 24, ρ = .78), and work itself (min = 4, max = 24, ρ = .71) were most correlated with the total job satisfaction score (min = 96, max = 175). Of the respondents, 54% selected adaptability, stability, and taking individual responsibility as 1 of their 2 most characteristic attributes in the organizational culture profile. In addition, 83% of respondents indicated being aggressive, receiving high pay for good performance, and being distinctive or different from others as their 2 least characteristic traits.
CONCLUSIONS
The job satisfaction of these ATs was affected most by organizational factors, such as coworkers and communication, as well as by individual attributes such as adaptability, stability, and taking personal responsibility.
Topics: Male; Female; Humans; Young Adult; Adult; Job Satisfaction; Universities; Cross-Sectional Studies; Sports; Employment; Surveys and Questionnaires
PubMed: 34404089
DOI: 10.4085/1062-6050-0006.21 -
Zeitschrift Fur Gerontologie Und... Feb 2020As a response to population aging, reforms to increase the statutory retirement age and closing options for early retirement have been introduced in many European...
BACKGROUND
As a response to population aging, reforms to increase the statutory retirement age and closing options for early retirement have been introduced in many European countries. This study analyzed the job satisfaction of employees in two countries with markedly different speeds of pension reforms. The German reform started in 1992 and abolished almost all options of early retirement. The Hungarian reforms started later and were completed only by 2011. Therefore, it is expected that older Hungarian workers were initially more satisfied with their jobs than similarly aged German workers.
OBJECTIVE
The hypothesis was tested that older workers in a regulatory environment with accessible pathways to early retirement are on average relatively more satisfied with their job than older workers in a country with few and financially less advantageous options for early retirement.
MATERIAL AND METHODS
This study used data from the European Working Conditions Surveys. Waves 2005 and 2010 represent years when early retirement pathways were abolished in Germany, while the Hungarian system offered a variety of pathways for early retirement. This is not the case in 2015 having tight regulations in both countries. Logit regressions were estimated using job satisfaction as an dependent variable and a variety of control variables were introduced step by step.
RESULTS
The results from 2005 and 2010 indicate that older Hungarian employees are relatively more content with their job than similarly aged German workers. In 2015 this trend was reversed.
CONCLUSION
It would be crucial to provide the opportunity and appropriate working conditions for older employees to work if they voluntarily opt for working longer. They seem to be an especially motivated pool of employees, and could productively contribute to decreasing the financial burdens caused by the demographic changes.
Topics: Aged; Europe; Germany; Humans; Hungary; Job Satisfaction; Middle Aged; Retirement
PubMed: 31028461
DOI: 10.1007/s00391-019-01547-x -
Human Resources For Health Mar 2022Maintaining a motivated health workforce is critical to health system effectiveness and quality of care. Scant evidence exists on whether interventions aimed to... (Randomized Controlled Trial)
Randomized Controlled Trial
BACKGROUND
Maintaining a motivated health workforce is critical to health system effectiveness and quality of care. Scant evidence exists on whether interventions aimed to strengthen health infrastructure in low-resource settings affect health workers. This study evaluated the impact of an intervention providing solar light and electricity to rural maternity facilities in Uganda on health workers' job satisfaction.
METHODS
We used a mixed-methods design embedded in a cluster randomized trial to evaluate whether and how the We Care Solar Suitcase intervention, a solar electric system providing lighting and power, affected health workers in rural Ugandan maternity facilities with unreliable light. Facilities were randomly assigned to receive the intervention or not without blinding in a cluster-randomized controlled trial. Outcomes were assessed through two rounds of surveys with health workers. We used regression analyses to examine the intervention's impact on job satisfaction. We used an inductive approach to analyze qualitative data to understand the study context and interpret quantitative findings.
RESULTS
We interviewed 85 health workers across 30 facilities, the majority of whom were midwives or nurses. Qualitative reports indicated that unreliable light made it difficult to provide care, worsened facility conditions, and harmed health workers and patients. Before the intervention, only 4% of health workers were satisfied with their access to light and electricity. After the installation, satisfaction with light increased by 76 percentage points [95% confidence interval (CI): 61-92 percentage points], although satisfaction with electricity did not change. Experience of negative impacts of lack of overhead light also significantly decreased and the intervention modestly increased job satisfaction. Qualitative evidence illustrated how the intervention may have strengthened health workers' sense of job security and confidence in providing high-quality care while pointing towards implementation challenges and other barriers health workers faced.
CONCLUSIONS
Reliable access to light and electricity directly affects health workers' ability to provide maternal and neonatal care and modestly improves job satisfaction. Policy makers should invest in health infrastructure as part of multifaceted policy strategies to strengthen human resources for health and to improve maternal and newborn health services. Trial registration socialscienceregistry.org: AEARCTR-0003078. Registered June 12, 2018, https://www.socialscienceregistry.org/trials/3078 Additionally registered on: ClinicalTrials.gov: NCT03589625, Registered July 18, 2018, https://clinicaltrials.gov/ct2/show/NCT03589625 ).
Topics: Electricity; Female; Health Personnel; Health Workforce; Humans; Infant, Newborn; Job Satisfaction; Pregnancy; Uganda
PubMed: 35351147
DOI: 10.1186/s12960-022-00722-3