Contents
Academic literature on the topic 'Minnesota Satisfaction Questionnaire (MSQ)'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Minnesota Satisfaction Questionnaire (MSQ).'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Journal articles on the topic "Minnesota Satisfaction Questionnaire (MSQ)"
1
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 (July 2, 2020): 20–28. http://dx.doi.org/10.24283/hjns.202034.
Full textAbstract:
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.
2
Wright, Stella, Duncan Robertson, Gemma Nosworthy, Bob Baines, Wyn Thomas, Bryn Thomas, Mark Timmins, and Robyn Watson. "PP30 The Minnesota satisfaction questionnaire as a measure of advanced paramedic practitioner satisfaction with a three part rotational model of working." Emergency Medicine Journal 38, no. 9 (August 19, 2021): A13.1—A13. http://dx.doi.org/10.1136/emermed-2021-999.30.
Full textAbstract:
BackgroundWelsh Ambulance Service NHS Trust (WAST) and Betsi Cadwaladr University Health Board (BCUHB) were jointly awarded Welsh Government Pacesetter funding to assess the viability of a rotational approach to the delivery of care. The three part rotation incorporates the WAST Clinical Contact Centre, solo responding and shifts in BCUHB primary care settings. Nine WAST Advanced Paramedic Practitioners (APPs) started their rotation in north Wales in June 2019, a further eight joined in September 2020. The Minnesota Satisfaction Questionnaire (MSQ) was one of a number of data collection items undertaken as part of a service evaluation to evaluate the impact of this Pacesetter project.MethodsAPP Satisfaction was measured using the Minnesota Satisfaction Questionnaire (MSQ), a standardised tool designed to measure an employee’s satisfaction with work and aspects of the workplace environment. It comprises a 100-item questionnaire, with each question aligned to one of 20 scales. The MSQ was completed by the first cohort of APPs nine months into their rotation, and by the second Cohort in their third month. APPs were asked to consider all aspects of the rotation.ResultsOverall, both cohorts demonstrated a high level of satisfaction, in particular questions associated with intrinsic satisfaction scored better than ones linked to extrinsic satisfaction. For both Cohorts, Social Service, Working Conditions and Activity were all in the top five scoring scales. Whereas, Authority and Supervision (Human Relations) were lower scoring scales for both Cohorts.The individual raw scores were slightly higher for Cohort II than I. Cohort II also demonstrated a wider range in standard deviation scores across the scales.ConclusionThe MSQ is a simple yet effective measure of assessing workplace satisfaction. For the current Cohorts of Pacesetter APPs, scores indicated a high level of satisfaction across all aspects of the rotation.
3
Utomo, Agus Setiyo, and Andrika Pesparani Nikerija Nainggolan. "Dampak Gaya Kepemimpinan Transformasional Terhadap Kepuasan Kerja Pada ASN Milenial di Kementerian Perdagangan." Cendekia Niaga 4, no. 1 (August 31, 2020): 8–16. http://dx.doi.org/10.52391/jcn.v4i1.473.
Full textAbstract:
The study has aimed at identifying the impact between transformational leadership and job satisfaction of Milenial Generation civil servant, the population of the study consisted of registered Milinneal Generation civil servant located in Ministry of Trade. There have been 59 surveys mailed out to registered Milenial Generation civil servant. 59 surveys have been returned with an 100 % response rate. Regarding transformational leadership, the survey was adapted from the Multifactor Leadership Questionnaire (MLQ). The Minnesota Satisfaction Questionnaire (MSQ) developed by Weiss (1967) was adapted to measure job satisfaction. The present study has shown a statistically there is no relationship existing between the four dimensions of transformational leadership and the twentieth dimensions of job satisfaction. This study shows a positive and statistically significant relationship between the four dimensions of transformational leadership and twenty dimensions of job satisfaction.
Keywords: Transformational leadership, job satisfaction, Millinneal Generation civil servant, Ministry of Trade.
4
Şahan, Ayşe Gülay. "Job Satisfaction Levels of Midwives and Factors Affecting Those Levels." Acta Medica Transilvanica 26, no. 2 (June 1, 2021): 11–13. http://dx.doi.org/10.2478/amtsb-2021-0023.
Full textAbstract:
Abstract This study aims to determine the job satisfaction level of midwives, and the factors that have an effect on those levels. This cross-sectional analytic study was carried out in a total of 21 health institutions including 17 primary health care and 4 secondary health care institutions in a city center. 428 midwives were included in the study. To determine the job satisfaction of midwives, the Minnesota Satisfaction Questionnaire (MSQ) was used. According to the scores obtained from MSQ, quartiles in ¼ were created. In statistical analysis, the difference between the mean scores among groups was analysed with independent samples t-test. P values less than 0.05 were considered significant. The results demonstrated that the majority of midwives had a moderate level of job satisfaction.
5
Ferreira, Joaquim Armando Gomes, Rosina Fernandes, Richard F. Haase, and Eduardo R. Santos. "Minnesota Satisfaction Questionnaire – Short Form: estudo de adaptação e validação para a população portuguesa." Psychologica, no. 51 (June 1, 2009): 251–81. http://dx.doi.org/10.14195/1647-8606_51_15.
Full textAbstract:
A satisfação com o trabalho é a dimensão mais estudada na Psicologia Organizacional (Spector, 1997), contudo, investigações recentes sobre os seus instrumentos de avaliação são pouco frequentes (Saane, Sluiter, Verbeek, & Frings-Dresen, 2003). Neste sentido, pretende-se contribuir para o estudo das características psicométricas de um instrumento amplamente utilizado neste âmbito, o Minnesota Satisfaction Questionnaire (MSQ) – Short Form (Weiss, Dawis, England, & Lofquist, 1967), adaptando-o à população portuguesa. Os resultados obtidos evidenciam qualidades psicométricas adequadas, com um valor elevado de consistência interna, coeficientes de estabilidade adequados (teste-reteste) e uma ajustada validade convergente (resultante da correlação com o Cuestionario de Satisfaccion S20/23 de Meliá e Peiró, 1989). A análise factorial exploratória revela uma estrutura que aponta para a existência de dois factores de satisfação com o trabalho. A discussão dos resultados salienta a necessidade de mais estudos sobre esta temática, sendo levantadas algumas pistas para futuras investigações.
6
Shrestha, Indira. "Influence of Demographic Factors on Job Satisfaction of University Faculties in Nepal." NCC Journal 4, no. 1 (July 5, 2019): 59–67. http://dx.doi.org/10.3126/nccj.v4i1.24738.
Full textAbstract:
This study is intended to examine the influence of demographic factors on job satisfaction of university faculties. One hundred and six faculty members teaching areas of management in central department of Tribhuvan University and its constituent campuses were taken as the sample. The study used survey questionnaire (23 items) derived from long form Minnesota Satisfaction Questionnaire (MSQ) (1967). The statistical tools like independent sample t-test and ANOVA were applied to find the result. The result revealed that among eight demographic variables, monthly income seemed more important variable which had significant influence on six variables (social recognition, working environment, compensation, promotion recognition and union) of job satisfaction. Furthermore, designation seemed second important demographic variable which had significant influence on five variables of job satisfaction of faculty members. Limitations of the study are identified and recommendation for the future researchers are discussed.
7
Maharjan, Rocky. "Job Satisfaction, Gender and Salary: A Study on Correlation." Batuk 5, no. 1 (January 31, 2019): 59–69. http://dx.doi.org/10.3126/batuk.v5i1.27942.
Full textAbstract:
From psychological perspective, job satisfaction is the pleasant feelings that results from the appraisal of the job or by the job facilities. Job satisfaction is the level of contentment a person feels regarding his or her job. This feeling is based on an individual's perception of satisfaction. Job satisfaction can be influenced by a person's ability to complete required tasks, the earning, learning in an organization, and the way management treats employees. This research tries to study the level of job satisfaction on the basis of gender and their salary among college teachers of Lalitpur district. This survey research was conducted upon 122 (male 72 and female 50) respondents by using The Minnesota Satisfaction Questionnaire (MSQ). Result of study shows male respondents were earning more than female respondents. Male respondents are more satisfied than female. The job satisfaction is positively correlated to salary.
8
Liao, Lulu, Huijing Chen, Yinan Zhao, Hongting Ning, and Hui Feng. "Research on the Relationship of the Organization Capacity and Job Satisfaction in Nursing Homes." Innovation in Aging 4, Supplement_1 (December 1, 2020): 184. http://dx.doi.org/10.1093/geroni/igaa057.595.
Full textAbstract:
Abstract Objective: To explore the occurrence of organization capacity and to examine the relationships among the organization capacity and job satisfaction in nursing homes in China. Methods: A total of 577 participants in sixteen nursing homes in Hunan province of China were enrolled using a cluster randomized controlled trial. Staff job satisfaction was measured by Minnesota Satisfaction Questionnaire(MSQ) in short form, nursing homes’ organization capacity was assessed by Shortell’s Organization and Management Survey. One-way analysis of variance examined differences between variables. The relationship and correlation of organization capability, MSQ total score and scores in each dimension was analyzed. Results: Overall score of nursing homes’ organization capacity was 99.5±8.6(level ranking, 21–105), and MSQ score was 78.2±8.2 (level ranking, 20–100). Staff job satisfaction levels were significantly different among nursing staffs with different levels of organization capability (F=9.40, P＜0.001). Correlation analysis showed that organization capability level was positively correlated with staff job satisfaction (r=0.52, P< 0.001). And Correlation analysis showed that Working conditions (r = 0.46, P < 0.001), Leaders (r = 0.46, P < 0.001), Responsibility (r = 0.51, P < 0.001) and External reward (r= 0.42, P < 0.001) were positively associated with organization capability. Conclusion: The organization capability can be improved by active staff job satisfaction. But the job satisfaction of nursing staffs was at a moderate level. Thus effective measures such as creating a supportive work conditions, appointing suitable leaders, enhancing responsibilities and providing external reward should be considered by nursing managers to promote organization capability in nursing homes.
9
Živčicová, Eva, Tatiana Masárová, and Monika Gullerová. "Job satisfaction in the light of gender in the engineering sector in Slovakia." Problems and Perspectives in Management 20, no. 2 (April 7, 2022): 1–9. http://dx.doi.org/10.21511/ppm.20(2).2022.01.
Full textAbstract:
Job satisfaction covers all factors affecting a particular work activity. Gender is one of the internal job satisfaction factors. The purpose of the paper was to find job satisfaction differences related to gender in selected characteristics of employees working in the engineering sector. A questionnaire method was used to conduct the survey. Questionnaire items were selected from the questionnaire developed by Paul E. Spector (1994) and the Minnesota Satisfaction Questionnaire (MSQ). The respondents were employed in a Slovak engineering company, and the sample consisted of 60 respondents with balanced basic and specific characteristics. Paper questionnaires were distributed to the respondents while observing all the ethical rules of the survey. The results are expressed in means, standard deviations and p-values. In addition, a two-sample t-test was used. It was found that job satisfaction is perceived differently by male and female workers in the areas examined. Statistically significant differences were established in the areas of remuneration, recognition, and use of one’s abilities at work. Statistically insignificant areas of job satisfaction include meaninglessness of work, experiencing happiness at work more than others, and satisfaction with the relationship with supervisors. AcknowledgmentThe paper was written under the project Multiplier Effects of Human Capital Quality on Economic Performance and Competitiveness of the Slovak Economy and supported by the Grant Agency VEGA of the Ministry of Education, Science, Research and Sport of the Slovak Republic [No. 1/0357/21].
10
Rostami, Hamid Reza, Malahat Akbarfahimi, Amin Ghaffari, Mohammad Kamali, and Mehdi Rassafiani. "Relationship between Work-Related Quality of Life and Job Satisfaction in Iranian Occupational Therapists." Occupational Therapy International 2021 (September 18, 2021): 1–6. http://dx.doi.org/10.1155/2021/6692752.
Full textAbstract:
Objective. This study is aimed at exploring the relationship between the work-related quality of life and job satisfaction among Iranian occupational therapists. Methods. In an analytical-descriptive, cross-sectional study, 322 occupational therapists were recruited through a convenient sampling. Inclusion criteria consisted of age between 22 and 50 years, at least one-year work experience, 24 hours of working per week as an occupational therapist, and membership of Iranian Occupation Therapy Association. After signing the informed consent and completing demographic information, each participant completed the Minnesota Satisfaction Questionnaire- Short Form (MSQ-SF) and work-related quality of life scale. Results. The highest quality of working life belonged to occupational therapists who were female, married, with an annual salary of more than 40000$ (compared to below 20000 $), and those with work experience between 5 and 12 years. There was a positive and significant relationship between work-related quality of life and job satisfaction. Work-related quality of life scores could significantly predict MSQ-SF scores ( β 1 = 0.54 , p < .001 ). Conclusions. The significantly positive relationship between work-related quality of life and job satisfaction suggests the importance of organizational programs for enhancing factors of work-related quality of life in order to improve job satisfaction and quality of life among Iranian occupational therapists.
Dissertations / Theses on the topic "Minnesota Satisfaction Questionnaire (MSQ)"
1
AL-Sheyab, Ola Nader. "THE RELATIONSHIP BETWEEN RETENTION, EMPLOYEE ENGAGEMENT, JOB SATISFACTION, AND INTRINSIC MOTIVATION AMONG NURSES." OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1560.
Full textAbstract:
This study investigated how engagement, job satisfaction, and intrinsic motivation will affect retention among nurses. A sample of 150 nurses (CNAs, LPNs, and RNs) employed at medical centers in Sioux City (IA-SD-NE) and Carbondale, Illinois was selected using cluster random sampling. Employee engagement (Independent-Variable1) was measured against the Utrecht Work Engagement Survey (UWES), job satisfaction (Independent-Variable2) was measured against the Minnesota Satisfaction Questionnaire (MSQ), and intrinsic motivation (Independent-Variable3) was measured against the Intrinsic Motivation Inventory (IMI). The study followed a sequential transformative design, with all research questions or hypotheses examined through multinomial regression, which indicated the odds ratio of nurses’ decision or intent to leave or stay against leaving their current position. The regression analysis showed that intrinsic motivation and job satisfaction were significantly more likely to predict nurses’ intent to leave than employee engagement. The interviews showed employee engagement, job satisfaction, and intrinsic motivation to be an important part of the nurses’ decision to leave or stay
2
Hein, Douglas. "Technology Readiness and Job Satisfaction." Xavier University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1576620948807811.
Full text
3
Green, Jutta. "Job Satisfaction of Community College Chairpersons." Diss., Virginia Tech, 2000. http://hdl.handle.net/10919/29965.
Full textAbstract:
The purpose of this study was twofold. One, the study was to document facet-specific and general levels of job satisfaction of community college chairpersons in the United States. Two, the influence of selected personal and unit-related characteristics on general job satisfaction was investigated.
A sample of 807 chairs was systematically selected from a population of 9,866 chairs. The Minnesota Satisfaction Questionnaire, Long Form (MSQ) was chosen to measure satisfaction levels of 20 job facets and general job satisfaction. A data form was used to collect information about selected personal and unit characteristics.
Frequencies, percentages and appropriate summary statistics were computed for the personal and unit-related characteristics. The reliability and content validity of the MSQ were determined. Cronbach's alpha was computed to measure the internal consistency of the 20 MSQ facet scales and the general job satisfaction scale. A factor analysis was conducted to explore the instrument's content validity. A hierarchy of the 20 facet-specific MSQ scales was constructed. The mean and standard deviation for each facet scale were documented in addition to the frequencies, percentages, and summary statistics for the general job satisfaction scale. A multiple regression model was constructed to describe the relationship between selected personal and unit characteristics and general job satisfaction.
The findings of the study indicated that each of the 21 MSQ scale scores has adequate internal consistency. The results of the factor analysis supported the instrument's content validity. Job facets of relatively greater satisfaction included social service, creativity, and achievement as reflected by respective means of 22.30, 21.28, and 21.26. Job facets of relatively lesser satisfaction included advancement, compensation, and company policies and practices as reflected by respective means of 16.60, 16.27, and 15.75. The mean, median, and mode of the respondents' general job satisfaction were all equal to 78 meaning that community college chairpersons appear to be generally satisfied with their jobs. The overall regression equation was statistically not significant. The independent variables as a set accounted for only 5.2% of the variance in general job satisfaction.Ph. D.
4
Dreyer, Wiaan. "Investigating job satisfaction of supervisors in the chrome industry." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9011.
Full textAbstract:
This study is undertaken to investigate the effect job satisfaction (or dissatisfaction) has on the employees of Xstrata Alloys. Specifically, the focus falls on the supervisors employed at Xstrata’s Boshoek plant. The supervisors form the first line of management and therefore have the opportunity to influence the work force, be it intentionally or unintentionally, either positive or negative. It is the responsibility of every organisation to put measures in place to ensure a workforce of satisfied employees as the productivity and performance of the entire company could rest on this.
This research study focuses on the quantitative method to obtain the necessary data. The Minnesota Satisfaction Questionnaire (MSQ) short form is specifically used in the collection of data for this study.
A few interesting findings are evident: supervisors that have been in a certain line of work for longer periods of time, perceive themselves to experience less praise for jobs well done, whereas employees who have been appointed in supervisory positions for longer periods of time, have even lower levels of general satisfaction. The supervisors in the different departments are found to differ in their perceptions of certain job satisfaction items. Supervisors in the Admin and Production departments, harbour more positive feelings about some of the items than the supervisors in the Engineering department. A difference in perception is also noted between the supervisors with Afrikaans and other languages as home language, regarding their perception of some of the items of job satisfaction.
It is recommended that future studies should focus on including the whole workforce, opposed to only the supervisors.Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.
5
Smith, Charles E. "A comparative study of the Myers-Briggs type indicator and the Minnesota importance questionnaire in the prediction of job satisfaction." Virtual Press, 1988. http://liblink.bsu.edu/uhtbin/catkey/558348.
Full textAbstract:
The major purpose of this study was to test the ability of the MyersBriggs Type Indicator (MBTI) to predict job satisfaction. Sixteen hypotheses were advanced and tested. They were grouped into four categories: (a) the ability of Judges to predict a subject's job satisfaction based upon their assessment that the subject's MBTI Type was compatible with their occupation; (b) the ability of the Minnesota Importance Questionnaire (MIQ) to predict job satisfaction; (c) acomparison of the predictive ability of the MBTI with the MIQ; (d) and, an exploration of the relationship of MBTI Type with the Needs measured by the MIQ.A review of related literature showed that the ability of the MBTI to predict job satisfaction had not been demonstrated satisfactorily in previous research while the MIQ had a demonstrated ability to predict satisfaction. Therefore, the MBTI was compared with the MIQ to see which could better predict satisfaction.The subjects used in this research were 369' Masters in Business Administration students from a medium sized private college in the Midwest. Sixty-five percent of the subjects were male and 35% were female. They had an average age of 30.5 years and 93% of the subjects were employed full-time.Three test instruments were used in this study. The MBTI was used to assess Psychological Type. The MIQ was used to measure Vocational Needs. A biographical information form was used to gather demographics on each subject. A question from the Hoppock Job Satisfaction Blank was included on the information form to measure job satisfaction.This study found that MBTI Type and various components of Type could be used by judges to predict job satisfaction based on judges' assessment of congruence between Type and occupation. It was found that the MIQ could predict job satisfaction based on congruence between MIQ profile and occupation. Comparison of the MBTI and MIQ showed that the MIQ was the better predictor of satisfaction but neither instrument was able to account for more than a small part of the satisfaction variance. Last, it was found that several of the MIQ Needs were related to components of the MBTI.This study provided support for the predictive ability of both the MBTI and the MIQ. It supported the use of the MBTI in career counseling and theory and pointed to several areas where additional research is needed. It provided an initial exploration into the relationship of the MBTI to the domain of vocational Needs as measured by the MIQ.Department of Counseling Psychology and Guidance Services
6
Coleman, Malcolm James Jr. "The Relationships Between Job Satisfaction and Personality Traits Among Music Teachers." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc332033/.
Full textAbstract:
The purpose of this study was to investigate the relationships between personality traits and job
satisfaction among music teachers. The research problems were
1. to investigate the areas of job satisfaction of music teachers;
2. to investigate the patterns of personality traits that were common among music teachers;
3. to determine whether relationships existed between the areas in which the music teachers showed job satisfaction/dissatisfaction and their personality profiles.
7
Galloway, David Bruce. "Prepotency of extrinsic and intrinsic factors on Job satisfaction: A structural equation model." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2267.
Full text
8
Μπαλαούρας, Πέτρος. "Συγκριτική ανάλυση ερευνών επαγγελματικής ικανοποίησης ανθρώπινου δυναμικού των νοσοκομείων του Ε.Σ.Υ. της Υγειονομικής Περιφέρειας Πελοποννήσου." Thesis, 2012. http://hdl.handle.net/10889/5727.
Full textAbstract:
Η Εργασιακή Ικανοποίηση αποτελεί τον συνδετικό κρίκο ανάμεσα στις θεωρίες των κινήτρων και την εφαρμογή τους στον εργασιακό χώρο και αποτελεί την πιο μελετημένη μεταβλητή στο εργασιακό γίγνεσθαι. Συνοπτικά η επαγγελματική ικανοποίηση μπορεί να περιγραφεί ως ένα σύνολο στάσεων που οι εργαζόμενοι έχουν απέναντι στη δουλειά τους, ή ως μια ψυχολογική προδιάθεση που περιλαμβάνει πολλές επιμέρους στάσεις και συναισθήματα για διάφορες όψεις της εργασίας (Schultz, 1982).
Σκοπός της διατριβής είναι η εκτίμηση του βαθμού ικανοποίησης των επαγγελματιών υγείας από την εργασία τους και η ανάδειξη των παραγόντων εκείνων που την επηρεάζουν. Το δείγμα αποτελείται από 572 εργαζομένους των δημόσιων νοσοκομείων της Περιφέρειας Πελοποννήσου όλων των κατηγοριών ιατροί, νοσηλευτές, καθώς και διοικητικό, τεχνικό, βοηθητικό και παραϊατρικό προσωπικό. Τα δεδομένα συλλέχθηκαν με τη μέθοδο του δομημένου ερωτηματολογίου για την περίοδο 2006. Τα αποτελέσματα έδειξαν ότι η ηλικία και το επίπεδο εκπαίδευσης είναι οι πρωταρχικοί παράγοντες οι οποίοι επηρεάζουν την υποκειμενική αντίληψη για την ικανοποίηση των επαγγελματιών υγείας από την εργασία τους. Επιπλέον, περισσότερο συνολικά ικανοποιημένοι είναι οι άνδρες, οι εργαζόμενοι υποχρεωτικής εκπαίδευσης και το βοηθητικό προσωπικό. Μικρότερη ικανοποίηση φαίνεται να βιώνουν οι γυναίκες, οι κάτοχοι μεταπτυχιακού τίτλου και το διοικητικό και νοσηλευτικό προσωπικό. Τα θέματα τα οποία αναδεικνύονται ως μείζονος σημασίας στη διαμόρφωση του επιπέδου ικανοποίησης από την εργασία είναι (α) η αντίληψη των εργαζομένων για τον οργανισμό και τη θέση απασχόλησής του, (β) η αίσθηση επαγγελματικής επάρκειας και προσφοράς αποτελεσματικού έργου και (γ) η έλλειψη επιβράβευσης της Διοίκησης στις περιπτώσεις αποτελεσματικής απόδοσης.--
Books on the topic "Minnesota Satisfaction Questionnaire (MSQ)"
1
J, Weiss David, and University of Minnesota. Industrial Relations Center. Work Adjustment Project., eds. Manual for the Minnesota Satisfaction Questionnaire. [Minneapolis]: [Work Adjustment Project, Universityof Minnesota], 1987.
Find full text
2
Skinner, Martha Jane. THE USE OF THE PRODUCTIVITY ENVIRONMENTAL PREFERENCE SURVEY AND THE MINNESOTA SATISFACTION QUESTIONNAIRE TO DETERMINE IF ANY RELATIONSHIPS EXIST BETWEEN LEARNING STYLE AND JOB SATISFACTION AMONG REGISTERED AND LICENSED PRACTICAL NURSES IN ACUTE CARE SETTINGS. 1995.
Find full text