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Barać, Ivana, Nada Prlić, Robert Lovrić, Sanja Kanisek, Lorna Dubac Nemet, and Jadranka Plužarić. "Development and Psychometric Testing of the Croatian Version of the Job Satisfaction Scale in Hospital Nurses." Journal of Nursing Measurement 26, no. 1 (2018): 121–33. http://dx.doi.org/10.1891/1061-3749.26.1.121.
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Background and Purpose:The aim of the study was to develop and psychometrically test a Job Satisfaction Survey (JSS) that measures attitudes toward job satisfaction among hospital nurses in Croatia.Methods:A cross-sectional design was applied with 584 nurses.Results:A seven-factor model of the measure was confirmed relative χ2= 2.8, goodness of fit index = .9, comparative fit index = .83. The Cronbach’s α was 0.83 for the total scale.Conclusion:The factor structure of the Croatian version of the JSS was found to be similar to that of the original scale, and it is valid and reliable for measuring attitudes toward job satisfaction among hospital nurses. JSS allows the comparison of self-reported job satisfaction among hospital nurses in different countries and cultures.
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Cabral, Daniel Barbosa. "Job satisfaction among brazilian federal public servants:." REVISTA ENIAC PESQUISA 12, no. 1 (2023): 160–82. http://dx.doi.org/10.22567/rep.v12i1.931.
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This research aimed to analyze and classify aspects of job satisfaction from the perspective of public servants in Brazil. A questionnaire based on the Job Satisfaction Scale (JSS) was used to collect data from a statistically significant sample composed of 139 employees of a Brazilian public higher education institution. Data were analyzed using a combination of descriptive, correlational, and multivariate statistical techniques, hypothesis testing, and cluster analysis. The psychometric quality of the scale (one-dimensionality, convergent, and discriminant validity) was examined using exploratory factor analysis (EFA), complemented by reliability measures (Cronbach's alpha coefficient and Composite Reliability). The results of this study converged with other studies that assess the Job Satisfaction Scale (JSS) as valid, stable, and of good psychometric quality. Among the dimensions of the JSS, co-workers, managers, and the nature of work stood out as strengths in labor relations, and promotions and remuneration, as weaknesses. These results reflect the differences and imbalances in the various careers in public administration, especially about recognition for the work performed.
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Mesárošová, Margita. "Psychometric properties of a job satisfaction survey in Slovakia in helping professionals: Preliminary results." Global Journal of Psychology Research: New Trends and Issues 6, no. 4 (2017): 195–201. http://dx.doi.org/10.18844/gjpr.v6i4.2419.
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Abstract
 
 Problem statement. Job satisfaction is associated with positive outcomes at work and it also influences other aspects of life. Job satisfaction is regarded as an important sign of professional success and accomplishment. In the past decades, job satisfaction on the part of professional workers as a means of helping their professional development has received little attention in Slovakia. The purpose of the study. The purpose of this study was to adapt the Job Satisfaction Survey (JSS) to the Slovak language so that it can be employed in Slovakia, especially in terms of helping staff involved in social care. The aim of this study was to analyse psychometric properties such as the convergent and discriminant validity and the internal consistency of the JSS. Methods. Participants completed a 36-item Job Satisfaction Survey developed by Spector (1997). This scale was translated into Slovakian using forward and backward translation by native English speakers. For the improvement and assessment of these translations, we employed a meeting with professionals in the form of psychologists. External social work students, social workers, and other professionals from the helping professions associated with social care participated in the research and completed additional questionnaires, namely the Professional Quality of Life Scale, the Life Orientation Test – Revised, and the Well-Being Scale. Findings and Results. It was revealed that higher levels of job satisfaction were linked with optimism, higher occurrence of experiencing positive emotions and lower frequency of experiencing negative emotions. Confirmatory factor analysis failed to confirm nine original factors of the JSS. The coefficients of validity and reliability demonstrated satisfactory values. Conclusions. The preliminary results did not confirm the factor structure of JSS. Discriminant and convergent validity was deemed to be satisfactory, and therefore this scale could be used in the process of assessing the job satisfaction of workers in social institutions in a Slovakian context
 Keywords: job satisfaction, helping professions, validity, reliability.
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elik, Z., Okan l, and Sevin Ulusoy. "Valued Living, Fulfilled at Work: Investigating Job Satisfaction and Associated Psychological Processes Among Physicians." Psychiatry and Behavioral Sciences 14, no. 3 (2024): 200. http://dx.doi.org/10.5455/pbs.20240118020100.
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Objective: Job satisfaction of physicians is closely related to patient satisfaction, the quality and efficiency of medical care, and the enhancement of physicians' well-being. While there is a consensus on the global rise in job dissatisfaction among physicians, most studies in this field have primarily concentrated on the association between job satisfaction and depression, burnout, and work productivity. The number of studies examining the relationship between psychological processes and job satisfaction is limited. This study aimed to examine the impact of self-esteem, thwarted belongingness, and values on job satisfaction among medical professionals. Methods: A total of 196 physicians, aged between 18 and 65, who were working in state or private hospitals all over Turkiye at the time of the study (between December 2022 and February 2023), were included in this cross-sectional study. Data were collected using a sociodemographic form, Valuing Questionnaire (VQ), Interpersonal Needs Questionnaire (INQ), Rosenberg self-esteem scale (RSES) and Job satisfaction scale (JSS). Results: A positive correlation was found between job satisfaction (JSS) and valued living (VQ) (r=0.621; p<0.001), while negative correlations were found between thwarted belongingness (INQ-TB) (r=-0.352; p<0.001) and self-esteem (RSES) (r=-0.400; p<0.001). Multiple linear regression analyses demonstrated that VQ and work experience are significant predictors of Job Satisfaction (JSS) (p < 0.001, R² = 0.449). Conclusions: Findings of this study highlight the crucial role of personal values and work experience on job satisfaction. Incorporating personal values into future interventions is vital for enhancing job satisfaction among physicians.
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Maroof, Nirmeen, Mirza Zeeshan Sikandar, Haleema Nawaz, and Syed Imran Ali Shah. "Professional Quality of Life and Its Association with Work Experience and Income among Healthcare Worker." Journal of Aziz Fatimah Medical & Dental College 1, no. 2 (2019): 55–59. http://dx.doi.org/10.55279/jafmdc.v1i2.50.
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Objective: The objective of the study is to assess job satisfaction between groups of healthcare workers based on their work experience and monthly salary.Methodology: Healthcare workers (n=81) including clinicians, nurses and medical teachers were recruited from a private medical institute at Lahore. Job Satisfaction Survey (JSS) and Professional Quality of Life (ProQOL) Scale including its component scales of Compassion Satisfaction (CS), Burnout (BO) and Secondary Traumatic Stress (STS) were used to determine aspects of vocational quality of life and satisfaction. Kruskal-Wallis test was used to assess group differences. Spearman correlational analysis was done to assess correlation between income, work experience and job satisfaction.Results: Significantly higher professional satisfaction, lower burnout and stress scores were observed in experienced healthcare workers as compared to less-experienced ones (p value =0.039* for JSS, p value =0.011* for CS, p value =0.055* for BO and p value =0.027* for STS). Significantly higher satisfaction scores were found in workers with higher monthly income as compared to those with lower monthly salary (p value =0.006* for JSS and p value =0.032* for CS). Significant positive correlation was observed between healthcare workers’ job satisfaction and their experience and monthly salary.Conclusion: More experience at work is particularly associated with lower burnout and reduced occupational stress.
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Atitsogbe, Kokou A., Enyonam Y. Kossi, Paboussoum Pari, and Jérôme Rossier. "Decent Work in Sub-Saharan Africa: An Application of Psychology of Working Theory in a Sample of Togolese Primary School Teachers." Journal of Career Assessment 29, no. 1 (2020): 36–53. http://dx.doi.org/10.1177/1069072720928255.
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This study examined the validity of Psychology of Working Theory (PWT) in a context of sub-Saharan Africa. A sample of 334 Togolese primary school teachers completed the French versions of the Decent Work Scale (DWS), the Togolese adapted form of the Satisfaction With Life Scale, the Job Satisfaction Scale (JSS), and several items about meaning at work and other personal and contextual variables (e.g., subjective salary conditions). The results suggest that both the DWS and the JSS are valid in this specific cultural setting. Although a person-centered variable (i.e., safe working conditions) was related to job satisfaction, only those variables that would have positive effects on workers’ family members and relatives (i.e., access to health care, adequate compensation, free time and rest, and complementary values) were related to life satisfaction. Overall, the results supported the validity of PWT. Implications for labor policy, individuals, employers, and counseling are discussed.
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Bonsaksen, Tore, Sissel Horghagen, Cathrine Arntzen, Astrid Gramstad, and Linda Stigen. "Job Satisfaction among Occupational Therapists Employed in Primary Care Services in Norway." International Journal of Environmental Research and Public Health 20, no. 6 (2023): 5062. http://dx.doi.org/10.3390/ijerph20065062.
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The aging population will place healthcare services under considerable strain in the years ahead. Occupational therapists play a vital role in securing sustainable healthcare services and are increasingly employed by municipalities. To promote sustainable services, the job satisfaction among core professional groups needs monitoring. A comprehensive cross-sectional survey was distributed among municipality-employed occupational therapists in Norway during May–June 2022, to which 617 responded. Job satisfaction was assessed with the Job Satisfaction Scale (JSS), and factors associated with job satisfaction were assessed with linear regression analysis. The mean JSS score in the sample was 51.4. The regression model explained 14.4% of the variance in job satisfaction scores. Having more work experience as an occupational therapist (β = 0.16, p = 0.02) and having higher perceived influence on the work unit’s goals (β = 0.31, p < 0.001) were significantly related to higher job satisfaction. The study implies that job satisfaction in the occupational therapy profession increases with years of experience and also with the ability to engage with and influence the larger work environment. Thus, to promote job satisfaction, occupational therapists should seek to engage not only with their own work at hand but also with the larger goals and strategies of the organization they work for.
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Al-Khaledi, Maram. "Job Satisfaction of Arab Speech-Language Pathologists in Different Work Settings in Kuwait Using the Job Satisfaction Survey." Perspectives of the ASHA Special Interest Groups 7, no. 1 (2022): 259–67. http://dx.doi.org/10.1044/2021_persp-21-00233.
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Purpose: Job satisfaction impacts employee work performance, productivity, and retention. We investigated levels of job satisfaction among Arab speech-language pathologists (SLPs) across different work settings in Kuwait. The aims were to determine the differences between work settings for SLPs in terms of job satisfaction and the reasons behind SLPs' migration from one setting to another and to identify the variables that contribute significantly to job satisfaction in each work setting. Method: A 36-item Job Satisfaction Survey (JSS) questionnaire was used to evaluate job satisfaction based on responses to a 6-point Likert-type scale distributed to SLPs across school, hospital, and private clinic settings. Overall JSS score and subscale category ratings were computed and compared between different work settings to assess the influence of variables such as pay, promotion, supervision, benefits, and nature of work on job satisfaction among SLPs working in Kuwait. Results: According to JSS normative data, the highest job satisfaction scores were obtained from SLPs working in private clinics, with average satisfaction scores among those working in government, school, and medical settings. The highest job satisfaction scores for supervision, coworkers, and nature of work subscale categories were similar for SLPs in each setting. The lowest satisfaction scores of subscale categories differed between settings: “promotion” in schools, “fringe benefits” in government medical settings, and “operating conditions” in private clinics. Conclusions: While the need exists to attract SLPs to work in government medical settings (hospitals and clinics) in Kuwait, increased opportunity for professional development courses that are relevant to the discipline, and improved communication among SLPs and departmental heads, is necessary to both attract and retain them. Changes in the government setting need to be made in order to prevent the migration of SLPs from government hospitals to private hospitals where they are desperately needed.
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Nhat, Du Thong. "Job satisfaction among elementary school teachers: A case report from Kien Giang, Vietnam." Tạp chí Khoa học 15, no. 5b (2019): 74. http://dx.doi.org/10.54607/hcmue.js.15.5b.119(2018).
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This article presented the findings of a study in which the Teachers’ Job Satisfaction Scale (JSS) was adapted to Vietnamese educational context in order to examine the Job Satisfaction as perceived by 655 Vietnamese elementary school teachers in Kien Giang province in the 2014-2015 school year. The findings reported that the elementary school teachers were moderately satisfied with their job. There were significant differences in the perceptions of elementary school teachers about the dimensions of job satisfaction, according to their gender, school size, and school location.
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Jaison, Angel. "Organisational Commitment and Job Satisfaction among Employees." International Journal for Research in Applied Science and Engineering Technology 11, no. 5 (2023): 658–62. http://dx.doi.org/10.22214/ijraset.2023.51546.
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bstract: The present paper examines the organisational commitment and job satisfaction among employees.80 employees working in several companies and institutions were taken. To evaluate Organisational Commitment Questionnaire (OCQ) was used to measure organisational commitment and Job Satisfaction Scale (JSS) was used for measuring job satisfaction of the employees. To analyse the obtained data, Person’s Correlation and t-test were employed. The result of the present study indicates that there is a significant relationship between organisational commitment and job satisfaction. The t-test results indicate that there is no significant difference in organisational commitment and job satisfaction among male and female employees. This study gives an understanding about organisational commitment and job satisfaction among employees.
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Subramanian, N., and Parthipan J. "JOB SATISFACTION OF SECONDARY SCHOOL TEACHERS WITH REGARD TO MEDIUM OF INSTRUCTION AND MONTHLY INCOME." International Journal of Advance Research and Innovative Ideas in Education 5, no. 3 (2019): 1844–47. https://doi.org/10.5281/zenodo.13125622.
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The purpose of this research was identified the significant difference of secondary school teachers’ job satisfactionwith regard to medium of instruction and monthly income. The research has been designed with the survey model. Inthe research, Job Satisfaction Scale (JSS) was used to collect data. The present study has been carried out amongsecondary school teachers at Kovilpatti Taluk of Thoothukudi district. The investigator found that there issignificant difference among Tamil and English medium secondary school teachers in their job satisfaction and alsothere is significant association between monthly income and job satisfaction of secondary school teachers.
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Pratiwi, Lia Kusuma, and Herwindo Haribowo. "GAYA KEPEMIMPINAN DAN KEPUSAN KERJA DI PERUM PERUMNAS REGIONAL III." JPPP - Jurnal Penelitian dan Pengukuran Psikologi 2, no. 2 (2013): 125. http://dx.doi.org/10.21009/jppp.022.09.
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 The aim of this study is to know the difference of leadership styles and job satisfaction in PERUM PERUMNAS REGIONAL III. The research was held in PERUM PERUMNAS REGIONAL III, Jakarta on June – September 2013. This research used quantitative ex-post facto research method. Data were collected using scale of LBDQ XII (Leadership Behavior Description Questionnaire) and scale JSS (Job Satisfaction Survey), were assessed among 129 outpatients. Statistical analysis was done using the Analysis of Varians with SPSS version 17.00. The results of the study shows that on the interaction between initiating structure and consideration to job satisfaction significance at the level of 0,044. This shows that there are significant differences in the job satisfaction in terms of the interaction between initiating structure leadership style and consideration.
 Keyword : Initiang Structure, Consideration, Job Satisfaction
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Hussain, Malik Murreed, Mubbishar Hussain, and Muhammad Tariq. "Job Stress and Its Effects on Job Satisfaction and Job Commitment among Rescue 1122 Workers in Multantion and Job Commitment among Rescue 1122 Workers in Multan." Pakistan Journal of Humanities and Social Sciences 11, no. 3 (2023): 3110–16. http://dx.doi.org/10.52131/pjhss.2023.1103.0599.
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This study was conducted to explore the presence of job stress, job satisfaction, and job commitment among workers of Rescue 1122, along with the role of job stress between job satisfaction and job commitment. The sample consisted of 130 rescue workers who were selected through simple random sampling. The data was collected from the Rescue 1122 stations of Multan city. It was hypothesized that job stress plays a significant role between job satisfaction and job commitment among rescue 1122 workers. The Organizational Commitment Scale (OCS) developed by Meyer, Allen, and Smith (1993), the Subjective Job Stress Scale developed by Motowidlo, Packard, and Manning (1986), and the Job Satisfaction Survey (JSS) developed by Spector (1985) were used as data collection tools. All the participants were properly briefed about the aim and objective of the research, and the data was collected with the consent of all participants. Correlation and mediation analysis were conducted to analyze the data. The findings revealed that job stress is negatively correlated with job satisfaction and job stress among rescue workers. Job stress plays a significant role in increasing or decreasing the level of job satisfaction and job commitment.
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Tatheer, Zularsha, Aqsa Riaz, Umaira Moeed, et al. "Relationship of Job Satisfaction and Neck Pain among Medical Professionals." Esculapio 20, no. 4 (2025): 493–98. https://doi.org/10.51273/esc24.25132049.
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Objective: To determine the relationship of job satisfaction and neck pain among medical professionals. Material and Methods: A cross-sectional study was conducted utilizing non-probability convenience sampling to accumulate data of 331 participants using Job Satisfaction Survey (JSS) questionnaire, the Visual Analogue Scale (VAS), and the Neck Disability Index (NDI). Data was gathered from three public hospitals: CMH, Services, and Jinnah Hospital in four months, after the approval of synopsis. Medical professionals of age between 20 and 45 years, from diverse fields such as MBBS, BDS, Nursing, and Allied Health Sciences were included. To analyze the collected data, we employed the SPSS software version 26.0. Pearson's Test was used to find the relationship between neck pain and job satisfaction. Results: Abount half of the participants (48%) were 20 to 30 years old. The majority of the participants (53.5% of the total) were male accounting. Among them, 64.4% reported experiencing pain levels ranging from 1 to 4 on VAS, indicating mild pain. The 99.4% of participants who fell within the 37-108 score range on JSS indi- cating a dissatisfied response. Conclusion: This study revealed the relationship between job satisfaction and neck pain among medical professionals. The findings show the prevalence and impact of neck pain as a significant musculoskeletal condition affecting a substantial portion of the population. Keywords: Neck Pain, Job Satisfaction, Job Satisfaction Survey, Visual Analogue Scale, Neck Disability Index, Medical Professionals
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Eghbali, Sahar, and Masoomeh Najafi. "Emergency Nurses Job Satisfaction Prediction Model: Personality traits, Resilience, Emotional Expression and Ambiguity Tolerance." Journal of Molecular Biology Research 10, no. 1 (2020): 37. http://dx.doi.org/10.5539/jmbr.v10n1p37.
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Background: Nursing is considered as one of the most stressful jobs due to the emotional nature of the patient&#39;s demands, long working hours, professionals and interpersonal conflicts.
 
 Aim: The purpose of present research was the study of job satisfaction predictors consisted personality traits, resilience, emotional expression and ambiguity tolerance of emergency nurses in Tehran hospitals.
 
 Methods: This is a descriptive and correlational study. The population includes all emergency nurses in all hospitals of Tehran in 2017. The sample size consisted of 300 nurses who were selected randomly. For data collection were used NEO Personality Inventory, Berkeley Emotional Expression Questionnaire (BEQ), Job Satisfaction Survey (JSS), Resilience Scale (RS) and Ambiguity Tolerance Scale (ATS).
 
 Results: The results demonstrate that ambiguity tolerance, resilience and emotional expression respectively had respectively the highest impact on job satisfaction, but personality traits had the lowest impact on it.
 
 Implications for Practice: Personality traits can be a predictor of the job satisfaction of emergency nurses in hospital environment.
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ADIGUN, UTHMAN OPEYEMI, Abdulmaleek O. ABDULAZEEZ, and Jumoke I. AMOO. "Relationship between Work Flexibility, Work-from-Home Practices, and Job Satisfaction among Freelancers in Lagos State, Nigeria." ABUAD Journal of Social and Management Sciences 6, no. 1 (2025): 20–38. https://doi.org/10.53982/ajsms.2025.0601.02-j.
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This study explores the relationship between work flexibility, work-from-home practices, and job satisfaction among freelancers in Lagos State, Nigeria. Using a descriptive survey design, data were collected from 293 freelancers across various sectors, including graphic design, writing, programming, and consulting. A purposive sampling technique ensured the selection of participants with relevant experiences in flexible work arrangements. Three validated instruments were employed: the Flexible Work Options Questionnaire (FWOQ), the Job Satisfaction Scale (JSS), and the Work from Home Scale, which assessed attitudes toward flexible work practices, job satisfaction levels, and competencies in managing remote work. Statistical analyses, including descriptive statistics and Pearson correlation coefficients, were conducted using SPSS. The findings revealed significant positive correlations between work flexibility and job satisfaction (r = 0.789), as well as between work-from-home practices and job satisfaction (r = 0.831). These results emphasize the vital role of flexible work arrangements in enhancing job satisfaction among freelancers. The study offers original insights into the often-overlooked freelance workforce, indicating that increased flexibility and effective work from home practices can lead to higher job satisfaction and engagement.
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Georgousopoulou, Vasiliki, Maria Amanatidou, Pinelopi Vlotinou, et al. "The Role of Organizational Culture and Emotional Intelligence: Enhancing Healthcare Professionals’ Job Satisfaction." Social Sciences 14, no. 5 (2025): 286. https://doi.org/10.3390/socsci14050286.
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Job satisfaction is a critical factor in healthcare settings, influencing both healthcare professionals’ well-being and patient care quality. Nurses, as frontline healthcare professionals, experience various stressors that impact their job satisfaction. Organizational culture (OC) and emotional intelligence (EI) have emerged as significant determinants of nurses’ job satisfaction. However, research on how these factors interact in different cultural contexts remains limited. Objective: This study examines the impact of organizational culture and emotional intelligence on nurses’ job satisfaction. Methods: A descriptive cross-sectional study was conducted among 338 nurses working in secondary and tertiary hospitals in Greece. Data were collected using the Organizational Culture Assessment Instrument (OCAI), Wong and Law Emotional Intelligence Scale (WLEIS), and Job Satisfaction Survey (JSS). Bivariate and multivariate analyses were conducted to explore the associations between job satisfaction and study variables. Results: Nurses reported moderate job satisfaction (JSS mean score = 115.24 ± 20.84). Clan culture was the dominant organizational culture, while Hierarchy culture was the most preferred. EI was recorded at high levels among participants (WLEIS mean = 86.52 ± 12.24). Higher emotional intelligence, permanent employment status, and having children emerged as the most significant predictors of job satisfaction (p < 0.05). Notably, Hierarchy culture did not significantly predict job satisfaction, suggesting that while structure influences satisfaction, it does not solely determine it. Conclusions: The findings emphasize the importance of job security, emotional intelligence, and personal responsibilities in shaping job satisfaction. To enhance satisfaction, healthcare organizations should promote EI training, supportive leadership, and flexible policies that align organizational culture with healthcare professionals’ needs. Further research is needed to explore these relationships in diverse healthcare settings.
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de Souza, Ana Cláudia, Neusa Maria Costa Alexandre, and Edinêis de Brito Guirardello. "Validation of the Brazilian Version of the Job Satisfaction Survey Using Confirmatory Factor Analysis." Journal of Nursing Measurement 25, no. 1 (2017): 46E—65E. http://dx.doi.org/10.1891/1061-3749.25.1.46.
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Background and Purpose: The purpose of this study was to evaluate the validity of the Brazilian version of the Job Satisfaction Survey (JSS) using confirmatory factor analysis supported by structural equation modeling in a sample of Brazilian nursing workers. Methods: Data from 360 nursing workers were analyzed. Confirmatory factor analysis used partial least squares structural equation modeling (PLS-SEM). Results: The results showed that the Brazilian version of the JSS presented better adjustment to the model after the removal of four items from the scale. According to confirmatory factor analysis, convergent and discriminant validities were confirmed. Conclusions: The Brazilian version of JSS showed strong evidence of construct validity through convergent and discriminant measures.
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Novianti, Indah, and Suparno Eko Widodo. "PENGARUH PERILAKU KEWARGANEGARAAN ORGANISASI (PKO) TERHADAP KEPUASAN KERJA PADA PERAWAT DI RSUP PERSAHABATAN." JPPP - Jurnal Penelitian dan Pengukuran Psikologi 2, no. 2 (2013): 89. http://dx.doi.org/10.21009/jppp.022.04.
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Abstract
 The study was conducted to determine the effect of Organizational Citizenship Behaviour (OCB) to Job Satisfaction the sampel of the study nurses were at the Persahabatan hospital. Using 125 nurses working in RSUP Persahabatan as sample. This study used quantitative method. Incidental sampling was used as sampling technique. The meansure of Job satisfaction variables in this study using instruments Job Satisfaction Scale (JSS) and OCB variables in this study was method using instrumen OCB by Organ. Regression analysis performed with SPSS version 17.00 for windows. The study explains that there is significant influence between Organizational Citizenship Behaviour (OCB) to Job Satisfaction. Regression equation obtained is Y = 75,410 + 0.381 witch means there is a positive influence between job satisfaction with the OCB with the value F = 6.960; p = 0.009 (α <0.05). The determinant index (R Square) to the occurrence of job satisfaction and OCB shows 5.4% and the remaining 94.6% is influenced by other factors beyond job satisfaction.
 Keyword: Job satisfaction, Organizational Citizenship Behavior
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Ofei-Dodoo, Samuel, Cassie Scripter, and Rick Kellerman. "Job Satisfaction and Burnout Among Nonclinical Workers in a Medical Education Center." Family Medicine 50, no. 3 (2018): 223–27. http://dx.doi.org/10.22454/fammed.2018.473306.
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Background and Objectives: Research into the rates of burnout among nonclinical workers is nonexistent at medical education centers (MECs). The first goal of this study was to explore the prevalence of burnout among nonclinical faculty and staff working at a local MEC. The second goal was to identify predictors of burnout using job satisfaction dimensions—supervision, coworkers, contingency rewards, and nature of work. Methods: The study included a convenience sample of 95 nonclinical faculty and staff working at a local MEC. Data from these workers were collected between December 2016 and January 2017. The Abbreviated Maslach Burnout Inventory (AMBI) was used to measure burnout while a modified Spector’s Job Satisfaction Survey (JSS) was used to measure participants’ job satisfaction. The authors correlated the dimensions of the AMBI and JSS. They also conducted multiple regression analysis using the four dimensions of JSS to determine predictors of participant burnout. Results: The data showed that 1% of the 95 respondents reported high burnout and 35% reported medium burnout on the scale. Correlation coefficient showed that job satisfaction and burnout strongly and negatively correlated (r[93]=-.66; P&lt;.001). Multiple regression analysis showed that nature of work (β=-.49) and coworkers (β=-.30) were significant predictors of burnout (R=0.74; F[4, 90]=26.81; P&lt;.001). Conclusions: Nonclinical workers at a local MEC were generally satisfied with their job and showed a moderate degree of burnout. Compared to the general population, our sample reported less burnout.
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Shdaifat, Emad, Noha Al-Shdayfat, and Najla Al-Ansari. "Professional Quality of Life, Work-Related Stress, and Job Satisfaction among Nurses in Saudi Arabia: A Structural Equation Modelling Approach." Journal of Environmental and Public Health 2023 (January 31, 2023): 1–9. http://dx.doi.org/10.1155/2023/2063212.
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Objective. To examine the interrelated impacts of work-related stress, compassion satisfaction (CS), and job satisfaction on burnout (BO) and secondary traumatic stress (STS) among nurses using structural equation modelling (SEM). Methods. A cross-sectional design was used to survey 727 nurses at a teaching hospital in eastern Saudi Arabia. Three scales were used: the Quality of Life (ProQOL) scale, the Nursing Stress Scale (NSS), and the Job Satisfaction Survey (JSS). Data were analysed using SPSS and Analysis of Moment Structures (AMOS), and SEM analysis was conducted to confirm the interrelations among variables. Results. The final model had a good fit for the obtained data (X2 = 2.726, RMSEA = 0.032). Stress is directly related to BO and STS, and the following variables were directly related to STS: job satisfaction, BO, and CS. Lastly, BO mediated the relationship between stress and STS. Conclusion. It is crucial to analyze the effect of stress, CS, and job satisfaction which seems to have a positive and negative impact on nurses’ BO and STS. Therefore, implementing a management strategy to manage stress and satisfaction can enhance nurses’ quality of life, support the maintenance of positive attitudes, and enhance the standard of patient care.
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Nikolić, Mirjana, Isidora Korać, and Tanja Panić. "Job Satisfaction of Preschool Teachers: Challenge for Institutional Management." Društvene i humanističke studije (Online) 9, no. 2(26) (2024): 1377–94. https://doi.org/10.51558/2490-3647.2024.9.2.1377.
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The authors of the study start from the understanding that job satisfaction represents an emotional-cognitive-conative way of reacting of employees, where the affective segment of satisfaction includes the employee’s feelings towards the job concerning the job content and working conditions, the cognitive segment comprises the assumptions and beliefs of the employee about their job, while the conative segment of job satisfaction refers to the subjective job evaluations of employees and their willingness to exert effort based on that evaluation. The aim of the conducted research is to examine overall job satisfaction and satisfaction with different aspects of the job of preschool teachers, as well as to analyze differences in job satisfaction assessments depending on the length of service. For the research, the Job Satisfaction Survey (JSS, Spector, 1985) scale was used. The study involved 150 preschool teachers employed in 14 facilities of two preschool institutions in the Republic of Serbia. The results show that participants reported low satisfaction with aspects such as salary, work procedures, and promotion, but high satisfaction with aspects like colleagues, management, and the nature of the job. The overall job satisfaction scale revealed an ambivalent attitude towards the job. Preschool teachers with up to 10 years of service are significantly more satisfied with their job compared to those with longer service. The findings of the research are significant in the context of designing strategies that the institution’s management can apply to motivate employees.
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Galuh Adhiyaksa and Suhana. "Pengaruh Transformational Leadership terhadap Job Satisfaction yang dimediasi Oleh Occupational Self-Efficacy." Bandung Conference Series: Psychology Science 4, no. 1 (2024): 52–57. http://dx.doi.org/10.29313/bcsps.v4i1.9754.
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Abstract. The work environment directly impacts job attitudes, particularly job satisfaction, which refers to one's attitude toward their job. Several studies have shown that organizations can enhance their employees' job satisfaction through transformational leadership. Job satisfaction is associated with the level of self-efficacy, known as occupational self-efficacy in the job context. Occupational self-efficacy can empower employees to navigate various changes in their work conditions. Among the many changes that have occurred, the most comprehensive change is the transition from traditional office work to remote work. The aim of this research is to investigate the influence of transformational leadership on job satisfaction among remote workers at PT. X, mediated by occupational self-efficacy. The research design employed in this study is a quantitative and causal approach. The study involved 16 employees at PT. X. The measurement tool used to assess transformational leadership is the Multifactor Leadership Questionnaire (MLQ) developed by Bass and Avolio (1995) and adapted by Akbar (2011), with a Cronbach's alpha value of 0.960. Job satisfaction is measured using the Job Satisfaction Scale (JSS) developed by Spector (1997) and adapted by Akbar (2011), with a Cronbach's alpha value of 0.964. Occupational self-efficacy (OSS) is measured using Bandura's (2010) scale, adapted by Rubianto & Kembaren (2023), with a Cronbach's Alpha value of 0.897. The research findings indicate that transformational leadership has an indirect and non-significant influence on job satisfaction, accounting for 16.3%.
 Abstrak. Lingkungan kerja berdampak langsung pada sikap kerja, sikap terhadap penilaian di pekerjaan disebut job satisfaction. Dalam beberapa penelitian menunjukan bahwa organisasi dapat meningkatkan job satisfaction karyawannya, dengan transformational leadership. Job satisfaction berhubungan dengan tingkat self-efficacy, pada latar pekerjaan disebut occupational self-efficacy. Occupational self-efficacy dapat membuat karyawan mengatasi setiap perubahan kondisi kerja. Diantara sekian banyak perubahan yang terjadi, perubahan yang paling menyeluruh adalah peralihan pekerjaan secara langsung menjadi remote work. Tujuan penelitian ini dilakukan untuk mengetahui pengaruh Transformational leadership terhadap Job satisfaction pada Karyawan Remote work di PT. X yang dimediasi oleh occupational self-efficacy. Desain penelitian yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dan kausalitas. Subjek penelitiannya sebanyak 16 karyawan di PT. X. Alat ukur yang digunakan untuk mengukur transformational leadership adalah skala Multifactor Leadership Questionnaire (MLQ) milik Bass dan Avolio (1995), yang telah diadaptasi oleh Akbar (2011) nilai Cronbach’s alpha 0.960. Alat ukur job satisfaction menggunakan Job Satisfaction Scale (JSS) milik Spector (1997) yang diadaptasi oleh Akbar (2011) nilai Cronbach’s alpha 0.964. Alat ukur occupational self-efficacy (OSS) milik Bandura (2010) yang diadaptasi oleh Rubianto & Kembaren (2023) nilai Cronbach’s Alpha 0.897. Hasil penelitian menunjukan bahwa transformational leadership tidak berpengaruh signifikan terhadap job satisfaction secara tidak langsung sebesar 16,3%.
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Manić, Aleksandar, Saška Manić, Srđan Novaković, and Darjan Karabašević. "Job Satisfaction of employees in the municipal police (militia) of the Republic of Serbia." Oditor 8, no. 3 (2022): 1–41. http://dx.doi.org/10.5937/oditor2203001m.
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The research was designed as a cross-sectional study in two time periods (2014 and 2019) on a selected sample in 12 cities of the Republic of Serbia. It aims to find out about the level of job satisfaction of employees in the municipal police (Official Gazette of the RS, No. 51/2009) - militia (Official Gazette of the RS, No. 49/2019). In order to obtain valid results from the respondents, the measurement of the degree of satisfaction was carried out by means of an anonymous standardized questionnaire for measuring job satisfaction - Job Satisfaction Survey (JSS). The collected data were processed by Descriptive statistical analysis (Macura, Kovacevic, 2018), determined is medium value, relationships and connections with categorical by division on the subscales and total scales For pleasure by work: dissatisfied, ambivalent and satisfied. T test of independent samples performed is a comparison of mean values on the job satisfaction scale and all its subscales. Standard multiple regression analysis of certain is mutual and influence and statistics the significance of the set variables on Employee Job Satisfaction. The results showed a statistically significant influence between the subscales on the job satisfaction scale, where the greatest influence on employee dissatisfaction in 2014 was the salary, promotion, benefits, rewards and the very nature of the job. The greatest influence on employee ambivalence was satisfaction with work procedures and satisfaction with communications in 2014, while in 2019 the greatest influence on employee ambivalence was satisfaction with co-workers, rewards, the very nature of work and communication.
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Dangol Shrestha, Shanta, Rabi Shakya, Anita Rongong, Sushila Nepal, and Subjana Maharjan. "Turnover intention and job satisfaction among nurses in a tertiary level hospital." Journal of Patan Academy of Health Sciences 11, no. 3 (2024): 33–42. https://doi.org/10.3126/jpahs.v11i3.80193.
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Introduction: Turnover intention, the likelihood of leaving a job, is a global challenge in nursing, affecting healthcare stability. Job satisfaction, a positive attitude toward job stability and professional growth, plays a crucial role in retaining nurses and ensuring quality care.This study aims to identify turnover intention and job satisfaction level among nurses. Method: A mixed-method descriptive cross-sectional study design with a simple random sampling technique, select 422 nurses from a tertiary-level hospital in Lalitpur, Nepal. Data were collected from 408 nurses using the Job Satisfaction Survey (JSS) and Turnover Intention Scale (TIS-6) from January to March 2024. Data were analyzed using SPSS 16 for quantitative data, descriptive statistics for socio-demographics, job satisfaction, and turnover intention levels. A chi-square test examined the association between turnover intention and job satisfaction. Thematic analysis was done for open-ended questions. Result: More than half, 243(59.6%), reported ambivalence, 123(30.10%) were satisfied, and 42(10.30%) were dissatisfied with their jobs. Additionally, 205(50.20%) reported turnover intention, while 203(49.8%) did not. There was a significant association between turnover intention and job satisfaction among nurses in the tertiary-level hospital (p<0.001). Conclusion: Most of the respondents revealed ambivalence regarding job satisfaction, and half expressed turnover intention. The significant association highlights the need for targeted interventions to enhance job satisfaction such as improving workplace conditions, fostering supportive management, and implementing retention strategies to reduce turnover intention.
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Saputra, Dwi, and Dian Juliarti Bantam. "Hubungan kepuasan kerja dengan work engagement pada karyawan PT. KI Daerah Istimewa Yogyakarta." INDONESIAN JOURNAL OF ECONOMIC AND SOCIAL SCIENCE 1, no. 1 (2023): 36–44. http://dx.doi.org/10.30989/ijess.v1i1.901.
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The company has components in supporting productivity, human resources are an important component to develop the company. Employees having work engagement can provide inherent energy and attention and give their best to their work. One of the factors of work engagement is job resources related to job satisfaction, job satisfaction has a positive relationship with work engagement. Employees show a positive level of feelings for the work done. The purpose of this study is to determine the relationship between job satisfaction and work engagement in employees of PT. KI Special Region of Yogyakarta. Respondents from this study were company employees with male and female genders and already had the status of permanent employees. This study uses a quantitative approach with data collection tools using the UWES-9 scale (Utrecht Work Engagement Scale) developed by Bakker and Schaufeli, while the second scale uses JSS (Job Satisfaction Survey) developed by Spector. The participating subjects numbered 50 employees. Data analysis using pearson's product moment. The results of the study showed a positive relationship between job satisfaction and work engagement in employees with r = 0.715 and a significance value of p = 0.00 (p<0.05), so it can be said that the hypothesis in this study was accepted.
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Baker, Omar Ghazi, and Bandar Dhafer Alshehri. "The Relationship between Job Stress and Job Satisfaction among Saudi Nurses: A Cross-Sectional Study." Nurse Media Journal of Nursing 10, no. 3 (2020): 292–305. http://dx.doi.org/10.14710/nmjn.v10i3.32767.
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Background: The productivity of nurses and patient healthcare is highly influenced by nurses’ stress-related factors and job satisfaction. Nursing is the least preferred career opportunities for Saudi residents as compared to other options. Nurses’ perceptions of intention to quit contributes to their shortage in Saudi health care institutions.Purpose: The study aimed to examine the relationship between work-related stress and job satisfaction among Saudi nurses working at a public hospital.Methods: The research used a cross-sectional design that collected data from samples of 297 nurses working at a specified public hospital and aged over than 20 years old. Convenient sampling was employed to recruit the samples. Data were collected using the Expanded Nursing Stress Scale (ENSS) and Job Satisfaction Scale (JSS). The Statistical Package for Social Sciences (SPSS) version 20.0 was applied, and Pearson’s correlation test was to identify the relationship between variables.Results: The results indicated that the nurses at the hospital where the study took place experienced low levels of stress with a mean value of 2.1995. Besides, the nature of work indicated maximum job satisfaction with a mean value of 15.666, whereas minimum job satisfaction levels (11.569), were related to benefits provided to nurses. A positive correlation was found between the level of stress and satisfaction with a p-value of 0.041.Conclusion: The stress factors were highly correlated with job satisfaction. The identification of stress factors is important as it may create a negative impact on patients’ care and their well-being. It is suggested that changes in managerial affairs and policies are essential for implementing beneficial strategies that may assist in resolving the issue.
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Önder, Mehmet Emin, Umut Akçıl, and Necati Cemaloğlu. "The Relationship between Teachers’ Organizational Commitment, Job Satisfaction and Whistleblowing." Sustainability 11, no. 21 (2019): 5995. http://dx.doi.org/10.3390/su11215995.
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The aim of this study was to assess the relationship between teachers’ organizational commitment, job satisfaction and whistleblowing behaviors and to evaluate their contribution to sustainability in education. The study consisted of a total of 4108 teachers who worked at primary and secondary schools during the 2018–2019 academic year in the Çankaya district of the Ankara province. The sample comprised of 601 teachers who were selected through a simple random sampling method. The organizational Commitment Scale (OCS), the Job Satisfaction Scale (JSS) and the Whistleblowing Scale were used as the data collection tools in the study. For the analysis of the data, SPSS 18.0 and LISREL 8.80 statistical package programs were used. Descriptive statistics on variables were performed on SPSS program and the testing of the model in which the effects of job satisfaction on whistleblowing and organizational commitment on job satisfaction were studied was carried out using path analysis technic in LISREL 8.80 program. According to the results of the study, there was a moderate level of positive and significant relationship between organizational commitment and job satisfaction. There was also a moderate level of positive and significant relationship between organizational commitment and whistleblowing behaviour. A low level of negative significant relationship was found between job satisfaction and whistleblowing. As the teachers’ organizational commitment increased, their job satisfaction and whistleblowing behaviours also increased. However, as their job satisfaction levels increased, their whistleblowing behaviours decreased. In this regard, it can be concluded that sustainability in educational institutions can be ensured by increasing the level of organizational commitment.
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Ramadan, Salma Fairus, Linda Mora, and Devi Marganing Tyas. "Organizational Commitment in View of Job Satisfaction in Production Employees at PT.X." International Journal of Economics and Management Research 3, no. 3 (2024): 178–88. https://doi.org/10.55606/ijemr.v3i3.414.
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An organization is a system consisting of individuals who influence each other and work together to achieve certain goals. Organizational goals can be achieved if human resource management is done well, which in turn will increase organizational commitment and generate job satisfaction. This study aims to determine the effect of job satisfaction on organizational commitment in production employees at PT.X. This research method uses quantitative research methods with the research design used is associative causality. The population in this study consisted of 121 production employees in the Aluminum department. The sampling technique used was non-probability sampling with the total sampling method, so that the entire population consisting of 121 production employees was sampled in this study. The scale used to measure job satisfaction is the Job Satisfaction Survey (JSS). While the scale used to measure organizational commitment is the Organizational Commitment Questionnaire (OCQ). Data analysis techniques in this study include classical assumption tests, (normality test, and linearity test), simple linear regression analysis, and the coefficient of determination. The results showed that there is an effect of job satisfaction on organizational commitment in production employees at PT X. Job satisfaction contributes 64.5% to organizational commitment and 35.5% is influenced by other factors
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Rokka, Damodar, and Namrata Khanal. "Job Satisfaction of Health Professionals Working in Governmental Tertiary Level Hospitals of Nepal." American Journal of Medical Science and Innovation 2, no. 1 (2023): 39–46. http://dx.doi.org/10.54536/ajmsi.v2i1.1330.
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The extent to which an individual feels self-motivated, content & satisfied with his/her job is job satisfaction. By enhancing job satisfaction among the employees, the organization can creates happier employees. It will eventually lower costs for hiring and training new personnel and also create more motivated and productive employees. This descriptive study was carried out to find out the various factors that influence job satisfaction of health employees of varying specializations working in a tertiary level Governmental Hospital of Nepal. The participants were asked to respond the questionnaires largely based upon the Job Satisfaction Scale (JSS) questionnaires developed by Paul E. Spector (1997) using 5-point likert scale. Convenience sampling method was employed in the study. Similarly, the study also relied on the publications of the various related agencies for its secondary sources in regard to data collection. Only 28.1% of the participants were found to be satisfied. The study proposes that hospital employees perceive supervision, recognition, pay& benefits, promotion, work environment and autonomy as significant factors affecting their job satisfaction. Also demographic variables like age, rank and education qualification has a significant relationship with job satisfaction while gender, marital status and work experience didn’t show any significant correlation with job satisfaction. The study provides an insight to the policy makers about the various factors that need to be considered for uplifting the job satisfaction level of the health professionals and hence uplifting the standard of the health care system of the Governmental Hospital.
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Ingo, S., and W. R. Pieters. "An investigation of the relationship between job satisfaction, organizational citizenship behaviour and satisfaction with life of employees in Windhoek, Namibia." Namibian Journal for Research, Science and Technology 2, no. 1 (2020): 36–46. http://dx.doi.org/10.54421/njrst.v2i1.18.
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When employees are satisfied with their lives, the satisfaction spill over to their work life and help them to engage in helping behaviour. This study investigated the relationship between job satisfaction, organisation citizenshipbehaviour and satisfaction with life of employees in the KhomasRegion. The sample consisted of n=151 secondary school teachers and n=150 NamPower employees. The questionnaire consisted of the Job Satisfaction Survey (JSS), the Organizational Citizenship Behaviour Checklist (OCB-C) and the Satisfaction with Life (SWL) scale. The findings revealed a negative relationship between job satisfaction and OCB-I (individual). A positive relationship was reported between job satisfaction and OCB-O (organisation). Job satisfaction reported a positive relationship with satisfaction with life. OCB-I and OCB-O reported positive relationships with satisfaction with life. This study recommends the need to focus on enhancing job satisfaction since it will increase satisfaction with life, OCB-I and OCB-O of employees. This can be done by implementing team building to strengthen relationships between supervisors and co-workers. Decision making, rewards, promotion and supervision should be fair and adequate. Possible interventions could focus on the increase of incentives, salaries or benefits, and recognition through employee of the month initiatives. It is further recommended that supervisors receive leadership training to enhance effective leadership at the workplace.
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Rokka, Damodar, and Namrata Khanal. "Job Satisfaction of Health Professionals Working in Governmental Tertiary Level Hospitals of Nepal." American Journal of Medical Science and Innovation 2, no. 1 (2023): 39–46. https://doi.org/10.54536/ajmsi.v2i1.1330.
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The extent to which an individual feels self-motivated, content & satisfied with his/her job is job satisfaction. By enhancing job satisfaction among the employees, the organization can creates happier employees. It will eventually lower costs for hiring and training new personnel and also create more motivated and productive employees. This descriptive study was carried out to find out the various factors that influence job satisfaction of health employees of varying specializations working in a tertiary level Governmental Hospital of Nepal. The participants were asked to respond the questionnaires largely based upon the Job Satisfaction Scale (JSS) questionnaires developed by Paul E. Spector (1997) using 5-point likert scale. Convenience sampling method was employed in the study. Similarly, the study also relied on the publications of the various related agencies for its secondary sources in regard to data collection. Only 28.1% of the participants were found to be satisfied. The study proposes that hospital employees perceive supervision, recognition, pay& benefits, promotion, work environment and autonomy as significant factors affecting their job satisfaction. Also demographic variables like age, rank and education qualification has a significant relationship with job satisfaction while gender, marital status and work experience didn’t show any significant correlation with job satisfaction. The study provides an insight to the policy makers about the various factors that need to be considered for uplifting the job satisfaction level of the health professionals and hence uplifting the standard of the health care system of the Governmental Hospital.
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Karnataka, TNAI. "Comparative Study to Assess the Job Satisfaction among Nursing Professionals employed in Government and Private Health Care Sectors." Nursing Journal of India CXII, no. 02 (2021): 77–81. http://dx.doi.org/10.48029/nji.2021.cxii203.
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Job satisfaction among health workers is important for quality of work, productivity, patients' satisfaction and organisational performance. The objective of this study was to examine the level of job satisfaction among nursing professionals working in both private and government health sectors. A survey was conducted on 300 nurses who were selected based on convenient sampling technique method. Spector' s self-administered Job Satisfaction Scale (JSS) was used to collect data on job satisfaction. Descriptive statistics such as mean and standard deviation and inferential statistics including t-test, to compare the job satisfaction level among nurses of government and private hospitals. The result indicated that majority (84%) of them had average satisfaction; only 10 percent nurses were satis'Agrave; ed with the job and remaining had dissatisfaction. The mean job satisfaction score was 128.9 'plusmn; 13.09 which shows that they had average satisfaction. Satisfaction score were highest for the factor nature of work (71.5%), supervision received (66.25%), co-workers (63.87%) and least for promotion, contingent rewards and fringe bene'Agrave; ts (41.66%) factor 'ldquo;pay'rdquo; had the score of 58.75. Sample t-test revealed statistically signi'Agrave;cant difference in the mean job satisfaction score between nurses at private and public sector hospitals (p 0.05), the nature of work (t (298) =0.9563, p'gt;0.05) and communication (t (298) = 0,2279, p 'gt;0.05) and operating conditions (t (298) = 0.45, p 'gt;0.05).
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Ahmeti, Aferdita, and Gordana Stankovska. "Self-esteem and job satisfaction among the academic staff in higher education." Corporate Governance and Organizational Behavior Review 7, no. 2, special issue (2023): 306–13. http://dx.doi.org/10.22495/cgobrv7i2sip9.
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Education in the 21st century is focused on knowledge based on collaboration, interaction, and creativity. We need knowledge, skills, competencies, and characteristics of individuals who will create knowledge with the assistance of university academics. So the objective of our paper was to determine the relationship between self-esteem and job satisfaction among 150 full-time academic employees, employed at three state universities in the Republic of Kosovo and the Republic of North Macedonia. We used the following measuring instruments: job satisfaction survey (JSS) and Rosenberg self-esteem scale (RSE). Results show that 86 (57.33%) subjects have high self-esteem, 38 (25.33%) have a medium level of self-esteem and 26 (17.34%) have low self-esteem. We found that the low self-esteem of the subjects does not depend on job satisfaction, while there is a significant correlation between the medium level of self-esteem and job satisfaction and the high level of self-esteem and job satisfaction. In addition, the self-esteem of the academic staff depends on the total job satisfaction, coworkers, and nature of work, communication, salary. The obtained results show that job satisfaction and job success are moderators of self-esteem in academic staff (Marcionneti & Castelli, 2022).
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Mohamed, Salina, Azlinawati Nikmat, Nurul Azreen Hashim, Norley Shuib, and Nor Jannah Raduan. "Burnout and its Relationship to Psychological Distress and Job Satisfaction Among Academician and Non-Academician in Malaysia." International Journal of Higher Education 10, no. 1 (2020): 85. http://dx.doi.org/10.5430/ijhe.v10n1p85.
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ObjectivesThe purpose of this study was to ascertain the prevalence of burnout and its associated risk factors among the University staff involving both academician and non-academician and relate these to their job satisfaction.MethodsA cross sectional study was conducted among the Universiti Teknologi MARA (UITM) staff involving both academician and non-academician. The participants were emailed the questionnaires through their university email and alternative email addresses. They were asked to complete questionnaires on their sociodemographic and work details, Copenhagen Burnout Inventory (CBI), Depression, Anxiety and Stress Scale (DASS-21) and Job Satisfaction Scale (JSS).ResultsAmong the 411 participants who participated, 53% were academicians (n= 216). Academician demonstrated greater burnout levels and psychological distress when compared to non-academician. Correlational analyses indicated moderate to high correlation between psychological distress and burnout due to work, personal and client where higher burnout was associated with higher psychological distress. Non-academician demonstrated greater job satisfaction levels when compared to academician. Correlational analyses indicated high correlation between job satisfaction and burnout due to work, with higher burnout levels associated with lower job satisfaction among staff. Conclusion This study showed that academicians suffers from high levels of burnout in aspects of personal, work and client related matters and this has contributed to higher psychological distress among them and greatly affect their job satisfaction.
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Koirala, Padma, and Shambhu Prasad Khatiwada. "Gender-Based Inequality in Faculty Job Satisfaction at the Central Department of Education." Third Pole: Journal of Geography Education 24 (December 31, 2024): 102–11. https://doi.org/10.3126/ttp.v24i1.73372.
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This paper analyzes the gender-based inequalities in faculty job satisfaction at the Central Department of Education. Gender-based inequality in job satisfaction refers to the disparities in perceived work-related contentment, fulfillment, and overall satisfaction between male and female faculty members in academic institutions. The study aims to identify factors influencing job satisfaction among male and female academic staff in a university setting, focusing on their significance for both genders. A cross-sectional quantitative research method has been employed by utilizing a census survey of 104 faculty members at the Central Department of Education. This paper has analyzed job satisfaction through a six-point Likert scale (JSS), considering factors such as pay promotion, supervision, and work conditions. The findings reveal that male faculties have higher levels of total job satisfaction (92.86%) compared to their female counterparts. The study has found a significant difference in satisfaction with contingent rewards and operating conditions among female faculty at a p-value of less than 0.05. This paper has utilized an independent T test which makes it possible to identify gender disparities in fringe benefits, operating conditions, and communication. The paper suggests that gender-sensitivity in job satisfaction patterns is a complex issue that necessitates more targeted policy measures to reduce workplace gender inequality.
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Yuliana, Fanny, and Rita Markus Idulfilastri. "THE ROLE OF JOB SATISFACTION IN TURNOVER INTENTION AMONG PRIVATE CONVENTIONAL BANKING INDUSTRY EMPLOYEE." Corporate Sustainable Management Journal 1, no. 1 (2023): 25–27. http://dx.doi.org/10.26480/csmj.01.2023.25.27.
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The era of the industrial revolution 4.0. making the banking industry experience intense competition. Employees are required to work with the best performance and help the company achieve its goals. In this case, the company must pay attention to employees who have given their best performance for the company, so that it will create a sense of satisfaction in employees. Employees may leave their current job if they are dissatisfied with their current job. The purpose of this study is to the role of job satisfaction in turnover intention among private conventional banking industry employee. This research is a non-experimental quantitative study using predictive research methods. Participants in this study ranged in age from 18 to 57 years old and worked in the conventional banking industry in Indonesia. Non-probability sampling with convenience sampling was used to select the participants. The Job Satisfaction Survey (JSS) and the Turnover Intention Scale (TIS) were used in this study as measuring tools. The results showed that job satisfaction has a significant positive role on turnover intention. Job satisfaction accounts for 53% of turnover intention, with the remainder influenced by factors outside the scope of the study.
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Derbel, C., A. Braham, A. Souilem, et al. "Job satisfaction, burnout and coping strategies: Comparison between medical and surgical specialties." European Psychiatry 41, S1 (2017): S679. http://dx.doi.org/10.1016/j.eurpsy.2017.01.1175.
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IntroductionDoctors have many constraints in their professional practice, which influence negatively the quality of their performance. This causes a psychological distress.AimTo compare job satisfaction (JS), burnout (BT), anxiety, depression and coping strategies among doctors of medical (DMS) and surgical specialities (DSS).MethodComparative and cross-sectional study conducted among 33 DMS and 63 DSS with different grades, in the university hospital Farhat Hached Sousse, Tunisia. We used job satisfaction scale (JSS) to determine the degree of JS, hospital anxiety and depression scale (HADS) to evaluate anxiety and depression, the Maslach burnout inventory to assess the BT and the brief cope to determine coping strategies.ResultsDMS were older than the DSS (P = 0.005). The MSC had more unsettled family life (P = 0.04) and more monthly guard (5.87 vs. 4.96, P = 0.03). DMS had more days of outpatient (P = 0.00), were more satisfied with the work schedule (P = 0.00), conditions of the guards (P = 0.02). Relationships with colleagues were more satisfactory among DMS (P = 0.001). DMS were less confronted to violent events (P = 0.03). The average score of JSS was higher among DMS (P = 0.014). The BT was more reported in the DSS (P = 0.049). An average sub-score HADS-D (depression) was higher in the DSS (P = 0.00). An avoidance-focused coping was more adopted by the DSS (P = 0.02).ConclusionDSS were generally less satisfied in their work than DMS with obvious psychological repercussions. This incites to intervene in factors that interfere with job satisfaction to improve the quality of physicians’ performance.Disclosure of interestThe authors have not supplied their declaration of competing interest.
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pandiyan, D. Arockia. "Job Satisfaction of High School Teachers in Trichy District." International Journal of Early Childhood Special Education 13, no. 2 (2021): 796–98. http://dx.doi.org/10.9756/int-jecse/v13i2.211121.
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Objectives: In the current investigation, look at the degree of occupation fulfillment of secondary teachers and to contemplate the huge contrast in the work fulfillment of secondary teachers. Methods: The examiners have received, overview technique for research. The sample consists of 600 high school teachers working in high schools are selected by stratified random sampling technique. Research Tool: The investigators used the research instrument namely Job Satisfaction Scale (JSS) constructed and validated by Vasudevan, R., and Babu, R., (2017). Internal validity was found 0.84, reliable is found to be 0.71. To test the hypothesis formulated the data were analyzed using the SPSS 11.5. Findings: The finding shows that greater part of the high school teachers show average job satisfaction, it also has no significance for job satisfaction high school teacher’s, (i) Sex, (ii) School locality, (iii) Residence, (iv) Medium of instruction, (v) Teaching Experience, (vi) Age limit, (vii) Management type and (viii) School type in their job satisfaction. Novelty/Application: Teachers currently working in high school contributing to job satisfaction and it enhance the quality of teaching and developing good students in classroom and in future.
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Younis, Nimra, and Shakir Iqbal. "Psychological Distress and Job Satisfaction Among Resident Physicians Working in Tertiary Care Hospitals." Academy of Education and Social Sciences Review 4, no. 4 (2024): 595–611. https://doi.org/10.48112/aessr.v4i4.936.
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This study intended to see the association between physicians' psychological distress and job satisfaction and how multiple factors like speciality and duty duration affect mental health and job satisfaction. This research was based on a cross-sectional research design along with a quantitative approach. The survey method was used to collect data from the targeted population, including resident physicians in public and private hospitals. The sample was designed using the snowball sampling technique. The Sample was comprised of 175 participants from multiple tertiary care hospitals. The age range of participants was 25-45 years. Self-reported measures, including the Kessler Psychological Distress Scale (K10) and Job Satisfaction Survey (JSS), were used. Data was analysed statistically and findings revealed a significant weak negative association between psychological distress and job satisfaction. In studying demographic differences, Female residents have more psychological distress and less job satisfaction than male residents. The present study shows significant differences in education, type of employment, salary and marital status. Besides the limitations of the study, these findings could assist healthcare professionals and policymakers in using techniques and assessments that help residents improve their health.
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Hussein, Zahraa. "Nurses' Job Satisfaction in Respiratory Isolation Units of Coronavirus Disease." Iraqi National Journal of Nursing Specialties 35, no. 1 (2022): 11–19. http://dx.doi.org/10.58897/injns.v35i1.496.
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Abstract
 Objective(s): To assess the job satisfaction during of covid-19 among the nurses in respiratory isolation units of coronavirus disease.
 Methodology: A descriptive cross-sectional design was carried out in four hospitals at isolation units of coronavirus disease from the period (21th December, 2021 to 27th January, 2022). A non-probability (convenience) sampling method consists of (300) nurse was selected convenience based on the study criteria. The tool used to measure the job satisfaction is Job satisfaction scale for clinical nursing (JSS-CN). This tool consists of two parts, the first part is for demographic information and consists of 8 items, and the second part is a measure of job satisfaction for clinical nurses of 33 items. Data were entered into IBM-SPSS, version 23, and analyzed using descriptive statistics by specifying: frequencies, percentages, and arithmetic mean.
 Results: presented that nurses' job satisfaction were within high score in all items because the mean more than (3.18).
 Conclusion: Job satisfaction levels for nurses working in isolation units were not affected by COVID-19 as its levels were high.
 Recommendations: The study recommends maintaining levels of job satisfaction for nurses within the current levels by providing psychological support and continuous encouragement by nursing officials in order to continue the nursing giving at its best during the epidemic period.
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R.D., Shrinivas. "A STUDY ON JOB SATISFACTION AMONG GOVERNMENT AND PRIVATE COLLEGE TEACHERS'." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 86–91. https://doi.org/10.5281/zenodo.2572960.
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<em>Teaching is a dignified, distinguished and noble profession. There is no doubt about the effectiveness and success in the teaching learning process can be influenced by the satisfaction level of teachers. The changing trend of education systems demands the competent teachers to cope themselves up with the new change in the horizon of knowledge, methods and techniques of teaching and proper use of technology in teaching and learning. The changing time and situation always demand to know the teachers job satisfaction level and the job satisfaction survey is the best way to investigate and analyse the various causes and factors of satisfaction or dissatisfaction towards their job environment. The present study tries to trace out the level of job satisfaction and effectiveness of teachers working in government and private colleges. Job satisfaction scale JSS (Dr. AmarSingh and Dr.T R Sharma) was administered to a sample 200 college teachers from varies government and private colleges from Mysore district. Data collected was analysed with descriptive statistics chi square and t value on comparing the job satisfaction level between private and government college teachers. It was found that there is no significant difference between private and government college teachers as well as male and female college teachers on their job satisfaction.It was also found that the majority of teachers from both private and government colleges were extremely satisfied with their teaching profession.</em>
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Ismail, Muhammad, Aimal Khan, Pir Mubassir, and Irfanullah. "Impact of Job Satisfaction and Stress on Physical Education Teachers: A Comparative Study of Government and Private Schools in Peshawar." Journal of Asian Development Studies 13, no. 4 (2024): 1097–108. https://doi.org/10.62345/jads.2024.13.4.89.
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This study aimed to assess the levels of job-related stress and work satisfaction among physical education teachers in both government and private schools. The research focused on how factors such as workload, job security, and stress specific to physical education impacted teachers' job satisfaction in Peshawar, KPK, Pakistan. A representative sample of 100 teachers from government schools and 100 teachers from private schools was selected using cluster random sampling. The study's focus on job satisfaction and occupational stress is vital in understanding organizational behavior and human resource management within the education sector. It also aimed to explore the relationship between these two variables in physical education teachers aged 25 to 38 from Peshawar Board schools, with three to five years of teaching experience. Random sampling was used to select participants. The study employed the Occupational Stress Index (OSI) developed by Srivastava and Singh (1984) and the Job Satisfaction Scale (JSS) by Amar Singh and T.R. Sharma (1999) for data collection. Data were analyzed using descriptive statistics, one-way ANOVA, and Pearson's correlation in SPSS 16.0, with a significance level set at 0.05. The results indicated significant differences (p<0.05) between government and private school teachers regarding occupational stress and job satisfaction. Moreover, a significant negative correlation (p<0.05) was found between job stress and job satisfaction among physical education teachers.
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Rosta, Judith, Olaf G. Aasland, and Magne Nylenna. "Changes in job satisfaction among doctors in Norway from 2010 to 2017: a study based on repeated surveys." BMJ Open 9, no. 9 (2019): e027891. http://dx.doi.org/10.1136/bmjopen-2018-027891.
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ObjectiveTo assess job satisfaction for different categories of Norwegian doctors from 2010 to 2016–2017.DesignCross-sectional surveys in 2010, 2012, 2014 and 2016–2017 of partly overlapping samples.SettingNorway from 2010 to 2016–2017.ParticipantsDoctors working in different job positions (hospital doctors, general practitioners (GPs), private practice specialists, doctors in academia). Response rates were 67% (1014/1520) in 2010, 71% (1279/1792) in 2012, 75% (1158/1545) in 2014 and 73% (1604/2195) in 2016–2017. The same 548 doctors responded at all four points in time.Main outcome measureJob Satisfaction Scale (JSS), a 10-item widely used instrument, with scores ranging from 1 (low satisfaction) to 7 (high satisfaction) for each item, and an unweighted mean total sum score.AnalysisGeneral Linear Modelling, controlling for gender and age, and paired t-tests.ResultsFor all doctors, the mean scores of JSS decreased significantly from 5.52 (95% CI 5.42 to 5.61) in 2010 to 5.30 (5.22 to 5.38) in 2016–2017. The decrease was significant for GPs (5.54, 5.43 to 5.65 vs 5.17, 5.07 to 5.28) and hospital doctors (5.14, 5.07 to 5.21 vs 5.00, 4.94 to 5.06). Private practice specialists were most satisfied, followed by GPs and hospital doctors. The difference between the GPs and the private practice specialists increased over time.ConclusionsFrom 2010 to 2016–2017 job satisfaction for Norwegian doctors decreased, but it was still at a relatively high level. Several healthcare reforms and regulations over the last decade and changes in the professional culture may explain some of the reduced satisfaction.
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Sari, Wike Hariani. "Analysis of the Effectiveness of Stress Management Training for Nurses in Emergency Units." International Journal on Health and Medical Sciences 2, no. 3 (2024): 82–90. https://doi.org/10.35335/healmed.v2i3.329.
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Nurses working in emergency units are frequently exposed to high levels of stress due to the demanding nature of their roles. This study investigates the effectiveness of a stress management training program designed to alleviate stress, improve job satisfaction, and reduce burnout among emergency unit nurses. A mixed-methods approach was employed, combining quantitative and qualitative data. Participants included registered nurses from a single healthcare facility. The training program, delivered over six weeks, incorporated cognitive-behavioral techniques, mindfulness practices, and relaxation exercises. Stress levels, job satisfaction, and burnout were measured using the Perceived Stress Scale (PSS), the State-Trait Anxiety Inventory (STAI), the Job Satisfaction Survey (JSS), and the Maslach Burnout Inventory (MBI). Qualitative insights were gathered through semi-structured interviews. The training program led to a significant reduction in perceived stress and anxiety, with average decreases of 25% in PSS scores and notable improvements in STAI scores. Job satisfaction increased by 18%, and burnout levels decreased, with reductions of 20% in emotional exhaustion and 15% in depersonalization. The program also contributed to a 10% reduction in absenteeism and a 12% decrease in turnover intentions. Qualitative feedback highlighted enhanced coping strategies, improved emotional resilience, and better team dynamics.
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Bull, David. "The Association between Demographic Characteristics and Job Satisfaction among Hospital Staff." International Journal of Interdisciplinary Research and Innovations 8, no. 2 (2020): 31–49. https://doi.org/10.5281/zenodo.10390790.
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The association between demographic characteristics and Job Satisfaction Scores (JSS) was examinedamong 240 hospital staff. The population sample consisted of men and women, between the ages of 18 to 60randomly selected from four different hospitals within the Southern region of the United States. The study was adescriptive correlational study guided by a positivist paradigm. Data was collected using the Spector (1997) JobSatisfaction Scale and a demographic survey designed by the researcher. Data analysis was enabled by SPSS 25 toidentify any association between Total Job Satisfaction and demographic characteristics among hospital staff. Differencesamong staff concerning job satisfaction facets based on demographic characteristics were also examined. Resultsof the Spearman Rank-Order Correlation revealed a significant negative correlation between age and Total Jobsatisfaction (TS); and generational categories (TS) [1 – 1-tailed]. However, a similar [2 – 2-tailed] test failed toreveal any significant relationship among the variables. A post-hoc Kruskal-Wallis (KW) test of independentsamples failed to reveal a significant difference between demographic characteristics and (TS), and individual JSSfacets. Further investigation into clinical and nonclinical staff yielded similar results.Keywords: Staff, Job Satisfaction, Demographic Characteristics, Clinical, Nonclinical, Generational Categories
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Kolovou, Agapi. "Comparative study of the professional satisfaction of employees working in welfare institutions using three different questionnaires." Hellenic Journal of Nursing Science 13, no. 3 (2020): 20–28. http://dx.doi.org/10.24283/hjns.202034.
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Introduction: Occupational satisfaction expresses the pleasant or positive satisfaction that comes from the person’s perception for its occupation or work experience. It is customary for professional satisfaction to be assessed mainly using questionnaires. Unfortunately, so far, none has been used in welfare professionals. Aim: The aim of this paper is to study three different questionnaires which assess professional satisfaction, and to draw conclusions regarding their use in assessing the professional satisfaction of employees working in welfare structures. Methodology: In the present comparative study three questionnaires were used: 1.Job Satisfaction Survey (JSS), 2.Minnesota Satisfaction Questionnaire (MSQ) and 3. Greek Nurses’ Job Satisfaction Scale (GNJSS) in assessing the professional satisfaction of 84 employees in welfare institutions in Thessaly region, Greece. The study also evaluated the various satisfaction factors of each questionnaire. For the data processing, the SPSS Statistical Package was used with a statistical significance level of p=0.05. Internal Integrity (Cronbach’s), t-tests, and one-ANOVAs were tested to identify any differences in individual factors. Results: The credibility of internal cohesion (Cronbach’s) was 0.90, 0.34 and 0.86 for the GNJSS, JSS, and MSQ questionnaires, respectively. There were no statistically significant differences in professional satisfaction as to gender, hierarchy, experience and income in the GNJSS and MSQ questionnaires. In contrast, a statistically significant difference (p<0.05) was found in professional satisfaction with educational level in the MSQ. A different degree of significance was also observed for the factors of each questionnaire. Conclusions: In the present study low degree of professional satisfaction of welfare employees was found. The primary factor in detecting the reasons for the low degree of professional satisfaction of welfare employees is, also, the use for the appropriate – anchored and reliable – measuring tool. Bibliographic research reports contradictory conclusions on the reliability and validity of professional satisfaction assessment tools.
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Voltmer, Edgar, Judith Rosta, Susen Köslich-Strumann, and Katja Goetz. "Job satisfaction and work stress among physicians in Norway and Germany—A cross-sectional study." PLOS ONE 19, no. 1 (2024): e0296703. http://dx.doi.org/10.1371/journal.pone.0296703.
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Purpose Physicians’ health and wellbeing are important albeit often neglected quality indicators of health care systems. The aims of the study were to compare job satisfaction and work stress among doctors in Germany and Norway, and to identify predictors for job satisfaction. Methods All active physicians in Schleswig-Holstein, Germany (N = 13,304) and a nationwide sample of Norwegian physicians (N = 2,316) were surveyed in a cross-sectional design in 2021. Response rates of German and Norwegian physicians were n = 4,385 (33%) and n = 1,639 (70.8%), respectively. In addition to age, sex, and work-hours, the main outcome measures were the validated Job Satisfaction Scale (JSS) and the short form of the Effort-Reward Imbalance Questionnaire (ERI). Results There were significant differences between Norwegian and German physicians in job satisfaction but with small effect sizes. All effort scores of German physicians were significantly higher and four of seven reward scores significantly lower than for their Norwegian colleagues. The proportion of German physicians in the state of a gratification crisis was significantly higher (67%) than in their Norwegian colleagues (53%). In both countries, physicians with a gratification crisis scored significantly lower on all items of job satisfaction. There were only minor gender differences in job satisfaction and effort-reward balance. Age, effort, and reward accounted for 46% of the explained variance of job satisfaction. Conclusions Lower job satisfaction and reward in some areas and higher perceived effort of physicians in Germany than in Norway are still in favor of Norwegian working conditions, but the differences seem to diminish. The high proportions of gratification crises in both countries warrants appropriate measures for prevention and health promotion.
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Eason, Christianne M., Stephanie M. Mazerolle, Craig R. Denegar, William A. Pitney, and Jennifer McGarry. "Multilevel Examination of Job Satisfaction and Career Intentions of Collegiate Athletic Trainers: A Quantitative Approach." Journal of Athletic Training 53, no. 1 (2018): 80–87. http://dx.doi.org/10.4085/1062-6050-52.11.27.
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Context: Recent employment data from collegiate athletic training settings have demonstrated departure trends among men and women. These trends have been hypothesized to be related to work-life balance. However, work-life balance is only 1 aspect of a myriad of factors. Due to the complex nature of the work-life interface, a multilevel examination is needed to better understand the precipitators of departure. Objective: To quantitatively examine factors that may influence collegiate athletic trainers' (ATs') job satisfaction and career intentions via a multilevel examination of the work-life interface. Design: Cross-sectional study. Setting: Web-based questionnaire. Patients or Other Participants: Athletic trainers employed in National Collegiate Athletic Association Division I, II, or III or National Association of Intercollegiate Athletics colleges or universities (N = 299: 56.5% female, 43.5% male). The average age of participants was 33.6 ± 8.3 years, and their average experience was 10.3 ± 7.6 years. Data Collection and Analysis: Participants responded to an online questionnaire consisting of demographic questions, 9 Likert-scale surveys, and open-ended questions. Job-satisfaction Scores (JSSs) and intention-to-leave scores (ITLSs) served as the dependent variables and factors from individual, organizational, and sociocultural levels were the independent variables. Hierarchical regression analysis was run to determine the predictability of factors. Results: No sex differences in ITLS or JSS were found in our sample. Independent variables explained 68.5% of the variance in JSS and 28.8% of the variance in ITLS. Additions of factor levels increased the percentage of explained variance in both scores. Conclusions: A combination of individual-, organizational-, and sociocultural-level factors was able to best predict JSS and ITLS among collegiate ATs.
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Stavrou, Georgios, Olga Ch Siskou, Michael A. Talias, and Petros Galanis. "Assessing Job Satisfaction and Stress among Pharmacists in Cyprus." Pharmacy 10, no. 4 (2022): 89. http://dx.doi.org/10.3390/pharmacy10040089.
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Background: Inadequate staffing, increased responsibilities and a high workload are some of the factors that are directly related to stress levels experienced by pharmacists, which in turn affect job satisfaction. Objective: The aim of this study was to assess job satisfaction and stress levels of pharmacists in Cyprus, involving those working in the public and private sector. Materials and Methods: A cross-sectional study was performed which involved the completion of the Job Satisfaction Survey (JSS) questionnaire to estimate job satisfaction, and the Perceived Stress Scale-14 (PSS-14) questionnaire to evaluate perceived stress. Data collection took place between January and March 2020 and the participation rate was 71.6% (n = 585). Results: Employees in private pharmacies overall reported higher levels of job satisfaction compared to public sector pharmacists. Public sector pharmacists were found to have stronger self-efficacy beliefs compared to other groups (p < 0.001). Female pharmacists had a higher average level of perceived helplessness than male pharmacists (p = 0.001). Regarding public sector pharmacists, it was generally observed that pharmacists working under the management of the Ministry of Health (MoH) had reduced job satisfaction than those working for other organizations. Additionally, pharmacists working under the management of the State Health Services Organization (SHSO) had the least overall perceived stress levels (p = 0.008), high self-efficacy beliefs (p = 0.006) and low perceived helplessness (p = 0.031) compared to pharmacists in other workplaces. Employees of private pharmacies were found to have higher levels of job satisfaction (p < 0.001) than SHSO pharmacists. However, those employees demonstrated increased perceived stress levels (p < 0.001) in comparison with SHSO pharmacists. Conclusions: Pharmacists’ job satisfaction is negatively correlated with perceived stress levels and helplessness, and positively correlated with self-efficacy beliefs. In the public sector, it seems that a re-evaluation is critical regarding the determinants that adversely influence job satisfaction amongst pharmacists.