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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 (July 2, 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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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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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].
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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.
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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.
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Azeem, Syed Mohammad, and Nadeem Akhtar. "The Influence of Work Life Balance and Job Satisfaction on Organizational Commitment of Healthcare Employees." International Journal of Human Resource Studies 4, no. 2 (June 8, 2014): 18. http://dx.doi.org/10.5296/ijhrs.v4i2.5667.
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The study examines the effects of perceived work-life balance and job satisfaction on organizational commitment among healthcare employees. It was predicted that perceived work-life balance fosters job satisfaction which leads to the organizational commitment among employees in the long run. The degree of work-life balance is measured using the five statements from Chaney (2007) and eight statements from Gutak et. Al. (1991). Short version of the Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Organizational commitment was measured by selecting 11 items from Blau et.al.’s (1993) work commitment index. 275 respondents completed the survey. Results showed that respondents have moderate level of perceived work-life balance, job satisfaction and commitment. Significant relationship is found among work-life balance, job satisfaction and organizational commitment. A regression analysis revealed that 37% variance in organizational commitment and job satisfaction is attributed to work-life balance.
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Pathak, Hari Prasad. "Job Satisfaction of Employees in Commercial Banks." Journal of Nepalese Business Studies 9, no. 1 (March 1, 2016): 63–76. http://dx.doi.org/10.3126/jnbs.v9i1.14595.
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This paper analyzes the level of job satisfaction among employees of commercial banks along with the consideration of gender, age and experience differences. Four commercial banks were selected using purposive sampling method for the study. Further, a total of 260 respondents were selected randomly from the four banks’ head offices and branch offices located in Kathmandu Metropolis. The modified Minnesota Satisfaction Questionnaire (MSQ) was used to gather data about the job satisfaction of respondents. The results indicate that almost 66% of employees are satisfied or highly satisfied with their jobs. Job security’is the most significant factor of job satisfaction to the employees of commercial banks in Nepal. Level of job satisfaction does not differ significantly between male and female employees. However, there are significant differences in level of job satisfaction among various age groups of employees.Journal of Nepalese Business Studies Vol. 9, No. 1, 2015 pp. 63-76
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Agustina, Tri Siwi, and Iqraning Pratiwi Wulansari. "ANALISIS FAKTOR-FAKTOR DETERMINAN KEPUASAN KERJA WANITA SEBAGAI PENGEMUDI OJEK SYAR’I." Jurnal Ekonomi Syariah Teori dan Terapan 8, no. 1 (January 26, 2021): 97. http://dx.doi.org/10.20473/vol8iss20211pp97-107.
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ABSTRAKSyarihub adalah pionir layanan transportasi online khusus wanita dan anak – anak di Indonesia. hadir dari keresahan masyarakat, khususnya wanita muslim yang merasakan sulitnya bermobilisasi dengan rasa aman, nyaman serta sekaligus dapat menjaga dirinya dari lawan jenis yang bukan mahrom. Penelitian ini bertujuan untuk mengetahui determinan faktor–faktor yang mempengaruhi kepuasaan kerja pada pengendara ojek online Syarihub. Penelitian ini adalah penelitian kuantitatif eksploratif dengan pengumpulan data menggunakan instrumen berupa kuesioner. Subyek penelitian ini adalah 50 orang pengemudi ojek online Syarihub di Kota Surabaya, Pengumpulan data menggunakan Minnesota Satisfaction Questionnaire (MSQ). Teknik analisa data yang digunakan dalam penelitian ini adalah teknik analisa faktor dengan tahap analisis deskriptif yaitu memberikan gambaran tentang data yang dimiliki. Hasil yang didapat menunjukkan bahwa faktor-faktor determinan kepuasaan kerja pengemudi ojek Syarihub terdiri dari faktor kompensasi, faktor Supervision Human Relations, faktor kondisi kerja, faktor kebijakan perusahaan dan implementasinya, faktor variasi, faktor status sosial. Keenam faktor variabel tersebut dapat dikatakan sebagai variabel baru yang berpengaruh terhadap kepuasaan kerja pengemudi ojek Syarihub. Kata kunci: Kepuasan kerja, Analisis Faktor, Pengemudi Ojek Online Syar’i. ABSTRACTSyarihub is the pioneer of Indonesia's online ride hailling service for women and children and hiring women riders. Syarihub comes from the need of society, especially muslim women who find it difficult to find a secure and comfortabel transportation that at the same time enable them to keep herself separated from the opposite gender. This study aims to find out determinant factors are influencing job satisfaction’s female online motorcycle taxi drivers who work in Syarihub. This study is an explorative quantitative research by collecting data using an instrument in the form of a questionnaire. The research subjects were online Syarihub motorcycle taxi drivers who work in Surabaya totaling 50 people. Data collected using Minnesota Satisfaction Questionnaire (MSQ). The data analysis technique used in this study is a factor analysis technique with a descriptive analysis stage that provides an overview of the data held. The results showing that the determinants factors are influencing job satisfaction of Syarihub motorcycle taxi drivers consist of compensation factor, human relations supervisory factor, working conditions factor, corporate policy factors and implementation, variation factors, social status factors. The conclusion of the study illustrates that the optimal six factors will increase job satisfaction of Syarihub motorcycle taxi riders.Keywords: Job satisfaction, Factor Analysis, female online motorcycle taxi riders.
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Diner, Matthew Thomas. "A Quantitative Analysis of Mindfulness Practice as Self-Care for Social Workers in an Urban Setting." Greenwich Social Work Review 1, no. 1 (June 30, 2020): 21–35. http://dx.doi.org/10.21100/gswr.v1i1.1102.
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This study examines the relationship between mindfulness and secondary traumatic stress (STS) amongst licensed social workers in New York City. The research that was conducted was a quantitative analysis. Participants consisted of 154 social workers that were employed in a variety of agency based or private practice settings. Participants were asked to complete an electronic survey that included: (1) a questionnaire of professional characteristics and demographic information; (2) Cognitive and Affective Mindfulness Scale - Revised (CAMS-R); (3) Minnesota Satisfaction Questionnaire (MSQ); (3) Secondary Traumatic Stress Scale (STSS). The data was analyzed by the use of SPSS. The multivariate linear regression analyses revealed that higher level of mindfulness is related to an increase in job satisfaction (B=1.13, SE=.09, β=.73, p.001) and lower STS for social workers (B=-.66, SE=.11, β=-.49, p.001).
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Çoban, Bilal. "An Evaluation of the Job Satisfaction Levels of Turkish Provincial Football Referees." Social Behavior and Personality: an international journal 38, no. 9 (October 1, 2010): 1153–65. http://dx.doi.org/10.2224/sbp.2010.38.9.1153.
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This study was conducted in order to determine the job satisfaction levels of provincial referees on the basis of 9 demographic variables. The study sample consisted of 83 provincial referees working in Kahramanmaras, Adana, and Osmaniye provinces of Turkey. The Minnesota Satisfaction Questionnaire (MSQ; Dawis, Weiss, England, & Lofquist, 1967) was used to identify job satisfaction levels. While a statistically significant difference was found between provincial referees in terms of age, foreign language level, income level, and other-than-refereeing jobs and term (p < 0.05); no statistically significant difference was found between the provincial referees in terms of marital status, education level, and sports background (p < 0.05). It is recommended that mental and psychological needs of referees be met to ensure that they can perform well. Moreover, management and senior colleagues should support younger and less experienced referees.
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Al-Mutairi, Abdulla, Kamal Naser, and Meshref Al-Enezi. "Job Satisfaction among Academicians at Business Colleges Operating in Kuwait." Asian Social Science 13, no. 12 (November 28, 2017): 9. http://dx.doi.org/10.5539/ass.v13n12p9.
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The purpose of this study is to examine the overall level of job satisfaction of the academicians who work for business colleges operating in Kuwait and to identify whether demographics affect the level of job satisfaction.During the period between December 2016 and March 2017, a short-form Minnesota Satisfaction Questionnaire (MSQ) was distributed to 240 academicians working for eight Kuwaiti business colleges including: Arab Open University (AOU), American University of Kuwait (AUK), Gulf University for Science and Technology (GUST), Australian College of Kuwait (ACK), Public Authority for Applied Education and Training (PAAET), Box Hill College (BHC), Kuwait University (KU) and the American University in Middle East (AUME). A total of 141questionnaires were returned; resulting in 59% usable response rate.The study showed that academicians in business colleges operating in Kuwait are relatively job satisfied and their characteristics impact the level of their satisfaction. However, the most significant characteristics that affect the level of their job satisfaction were income, nationality and gender.The outcome of this study can be used by policy makers to develop recruitment and promotion policies. This would assist in achieving high levels of job satisfaction and will have positive effect on the academic process and the higher education system at large. This is the first study that used MSQ to explore job satisfaction among academicians who work for eight business colleges in Kuwait. The outcome of the study is expected to help decision makers in enhancing the level of the academicians' job satisfaction.
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Riani, Asri Laksmi, Dodi Wirawan Irawanto, Yanki Hartijasti, and Ulfa Puspita. "Perilaku Kepemimpinan Lintas Budaya Dimensi LDBQ XII Pada Kepuasan Kerja Praktisi Perbankan Di Jawa Tengah." Social, Humanities, and Educational Studies (SHEs): Conference Series 5, no. 1 (January 3, 2022): 46. http://dx.doi.org/10.20961/shes.v5i1.57772.
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<p><em>This study identifies the determinants of leadership behavior using LBDQ XII and job satisfaction with a sample of bank staff and managers in the island of Central Java. The leadership style in a country is characterized by cross-cultural as a form of national culture that plays an important role in the application of the leadership theory in a country. The role of leadership on the job satisfaction of supervisors and managers is very important to know to see their performance, which will result in organizational performance. The data collection in this study was conducted by distributing online questionnaires to 60 entrepreneurs in the banking sector. LBDQ XII containing 100 instruments and job satisfaction using the Minnesota Satisfaction Questionnaire (MSQ) containing 20 items in the study population. The results show that Indonesian banking practitioners, especially in Central Java, have leaders who are persuasive, production emphasis, predictive accuracy, tolerance for freedom and initiative for structure have the most role in the job satisfaction of banking supervisors and managers in Central Java, respectively Java.</em></p>
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Koroma, Osman, Yanhua Chen, Peicheng Wang, Geer Chen, Qian Lin, Ming Yen Cheung, and Jiming Zhu. "Community health workers’ job satisfaction in Ebola-stricken areas of Sierra Leone and its implication for COVID-19 containment: a cross-sectional mixed-methods study." BMJ Open 11, no. 10 (October 2021): e051645. http://dx.doi.org/10.1136/bmjopen-2021-051645.
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ObjectivesCommunity health workers (CHWs) played important roles in supplementing scarce healthcare workforce in Sierra Leone during the Ebola outbreak, causing the government to launch the National Community Health Worker Policy 2016–2020. This study evaluated this ambitious policy and examined CHWs’ sustainability through their job satisfaction and the underlying factors to inform new policy recommendations, especially the implication for COVID-19 containment.DesignA mixed-methods approach applying structured questionnaires and semistructured interviews.Setting and participants188 CHWs in Bombali District (key Ebola-stricken areas) of Sierra Leone, 184 of them participated in follow-up interviews.Primary and secondary outcome measuresQuantitative and qualitative elements were triangulated to improve robustness of investigation: job satisfaction was measured by the Minnesota Satisfaction Questionnaire (MSQ), and factors associated with job satisfaction were identified through thematic analysis and multivariable logistic regression.ResultsThe MSQ score of CHWs in Sierra Leone was 65.09, extremely low even among low-income and middle-income countries. Five themes (grouped from 16 subthemes) emerged through the semistructured interviews and were tested quantitatively. Payment was CHWs’ top concern. Low stipend and payment tardiness were significantly associated with dissatisfaction. Those with Ebola experience were 5.20 times (95% CI 1.51 to 17.95, p=0.009) more likely to be dissatisfied. This study also found that working conditions, medical material supplies and career development were far from what the CHW policy promised. CHWs’ commitment was the only ‘positive’ theme, and their intrinsic job satisfaction (mean=3.61) was much higher than the extrinsic job satisfaction (mean=2.72).ConclusionsSome critical components of the 2016 National Community Health Worker Policy, aiming to promote CHWs and strengthen primary healthcare, have severe shortfalls in practice. The Sierra Leone government should address the underlying factors that have impaired CHWs’ job satisfaction to ensure sustainability of its CHW network, especially during the combat against COVID-19.
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Khalil, Mohamed Alhadi, and Uğur Yozgat. "Psychological Empowerment and Job Satisfaction: Insights from Libyan Banking Sector." Journal of Islamic World and Politics 5, no. 2 (November 12, 2021): 179–95. http://dx.doi.org/10.18196/jiwp.v5i2.11194.
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This study investigates the four psychological empowerment dimensions (competence, impact, meaning, and self-determination) and how they impact job satisfaction. Employee empowerment innovatively boosts the performance and capabilities of the organizations. This study is significant in the background of the Libyan banking sector working under uncertain conditions since the start of the Libyan civil war. This study proposed a theoretical framework with four hypotheses that established a relationship between competence, impact, meaning, self-determination, and job satisfaction. The study used a quantitative design to test the theoretical model using the psychological empowerment model of Spreitzer (1995) and job satisfaction with the Minnesota Satisfaction Questionnaire (MSQ). Five hundred thirty (530) questionnaires were distributed to 25 branches of banks in Libya and received 333 responses, out of which 327 were valid for the analysis. The data analysis was conducted using Structural Equation Modelling (SEM) using Partial Least Squares (PLS), aided by Smartpls 3 software. The results indicated that competence was insignificant with job satisfaction and all other three dimensions were positive and significant with job satisfaction even in the bureaucratic organizational structures. It is also interesting to note that lower and middle-level managers have the self-belief to contribute despite influencing the strategies.
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Littman-Ovadia, Hadassah, and Cristian Balducci. "Psychometric Properties of the Hebrew Version of the Utrecht Work Engagement Scale (UWES-9)." European Journal of Psychological Assessment 29, no. 1 (March 1, 2013): 58–63. http://dx.doi.org/10.1027/1015-5759/a000121.
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Work engagement may be defined as a positive and fulfilling psychological state associated with both affective response and mental arousal. This study investigated the psychometric properties of the Hebrew version of the Utrecht Work Engagement Scale (UWES-9) by using a sample of Israeli (N = 252) white-collar employees. We conducted a series of confirmatory factor analyses of the UWES-9 in addition to the customary reliability analyses and found that a three-factor solution of the UWES-9 best fit the data and confirmed the dimensions of vigor, dedication, and absorption associated with work engagement. The reliability coefficients of consistency were high. The validity of the UWES-9 was confirmed by its correlations with Job-Intrinsic and Job-Extrinsic Satisfaction (MSQ-SF; Minnesota Satisfaction Questionnaire Short Form). The Hebrew version of the UWES-9 administered to Israelis shares the same psychometric properties reported for the original Dutch version and suggests a transnational, translinguistic, and transcultural validity.
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Suleman, Qaiser, Ishtiaq Hussain, and Saib Shehzad. "Relation of Occupational Stress and Job Satisfaction: A Study of Secondary School Heads in Khyber Pakhtunkhwa, Pakistan." Global Social Sciences Review III, no. II (June 30, 2018): 237–72. http://dx.doi.org/10.31703/gssr.2018(iii-ii).15.
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This paper examines the relationship between occupational stress and job satisfaction among secondary-school-heads in the province of Khyber Pakhtunkhwa. A sample of only 402 secondary-school-heads (Male n = 260, Female n = 142) was selected with the help of multistage sampling technique. A descriptive and correlative design was employed. Two standardized tools were employed i.e., "Occupational Stress Index (OSI)" and Minnesota Satisfaction Questionnaire (MSQ) for seeking the responses. Pearson's correlation and linear regression were employed to analyze data statistically. The findings exposed a strong inverse relation between occupational stress and job satisfaction. Furthermore, a substantial negative correlation between all the subscales of occupational stress and overall job satisfaction is also present. Eight subscales of occupational stress, i.e., role ambiguity, responsibility for persons, under participation, unreasonable group and political pressure, low status, strenuous working conditions, peer group relations, and unprofitability were found significant predictors and have negative effect on job satisfaction. So, the researchers recommend focusing reduction in the level of occupational stress among secondary-school-heads. Elementary and Secondary Education Department should have collaboration with policy makers to formulate rewarding and effective strategies for stress reduction for secondary school heads to have high spirit for yielding good outcomes.
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Ratican, Sean. "Assessing the Relationship Between Leadership Styles and Job Satisfaction." Journal of Management Research 12, no. 3 (May 11, 2020): 1. http://dx.doi.org/10.5296/jmr.v12i3.16912.
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The United States workforce is in a period of transition. In April 2020, more than 20 million U.S. workers were out of work. As the economy seeks to reboot, organizations will have to prioritize how they rebuild their workforces. Prior to the global pandemic, there was nearly unprecedented low unemployment within the United States. Firms were constantly seeking ways to stabilize turnover within their organizations to achieve a competitive advantage. This research was conducted to analyze the impact leadership style has on employee job satisfaction. Surveys were collected to determine if there were significant differences in the perceived leadership styles within the industry, a relationship between leadership and job satisfaction, and identify a monetary threshold for which employees would quit. A hybrid of the Vannsimpco Leadership Survey (VLS) and Minnesota Satisfaction Questionnaire (MSQ) was administered to the 92 survey respondents. A single factor, one-way ANOVA was conducted to analyze the participants’ responses to the survey. The ANOVA calculations revealed a significant difference among the nine leadership styles (F [8, 819] = 12.36, p < .001). A Tukey's Honestly Significant Difference (HSD) test was used to test for significance between the means and found significance in 14 of the 36 pairs.
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Inayat, Wasaf, and Muhammad Jahanzeb Khan. "A Study of Job Satisfaction and Its Effect on the Performance of Employees Working in Private Sector Organizations, Peshawar." Education Research International 2021 (August 4, 2021): 1–9. http://dx.doi.org/10.1155/2021/1751495.
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The aim of the present research was to study the effect of job satisfaction on the performance of employees working in private sector organizations of Peshawar, Pakistan. For that purpose, one hundred and eighty employees (N = 180) were selected as a sample from private organizations of Peshawar. An equal number of employees, i.e., (n = 60), were selected through random sampling method from three types of organizations, viz., hospitals, banks, and universities. A Minnesota Satisfaction Questionnaire (MSQ-short form) developed by Weiss et al. (1967) and a self-constructed Performance Evaluation Form (PRF) were used as instruments for the study. Initially, the reliability statistics of both the instruments was calculated to know the significance of the scales. According to the findings of the study, the type of occupation has been shown significant correlation with job satisfaction. Similarly, the positive relationship of job satisfaction with performance of employees was also confirmed. Therefore, it is concluded from the study that satisfied employees were better in performance as compared to dissatisfied employees, thus contributing significant role in the uplifting of their organizations. As there are unstable economic and political conditions of Peshawar, it is therefore necessary for every organization to make their employees motivated and satisfied towards high performance by adopting different techniques and methods.
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Perkmen, Serkan, Beste Cevik, and Mahir Alkan. "Pre-service music teachers' satisfaction: person–environment fit approach." British Journal of Music Education 29, no. 3 (July 2, 2012): 371–85. http://dx.doi.org/10.1017/s0265051712000241.
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Guided by three theoretical frameworks in vocational psychology, (i) theory of work adjustment, (ii) two factor theory, and (iii) value discrepancy theory, the purpose of this study was to investigate Turkish pre-service music teachers' values and the role of fit between person and environment in understanding vocational satisfaction. Participants were 85 students enrolled in the department of music education in a Turkish university. The Minnesota Importance Questionnaire (MIQ) was used to examine the participants’ values in six dimensions: achievement, comfort, status, altruism, safety and autonomy. Results revealed that the pre-service teachers value achievement most followed by autonomy, which suggests that they would like to have a sense of accomplishment and control in their future job. The degree to which their values fit their predictions about future work environment was found to be highly correlated with vocational satisfaction. These results provided evidence that the vocational theories used in the current study offers a helpful and different perspective to understand the pre-service teachers' satisfaction with becoming a music teacher in the future. We believe that researchers in the field of music education may use these theories and MIQ to examine the role of values in pre-service and in-service music teachers' job satisfaction.
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Bulashova, O. V., A. A. Nasybullina, E. V. Khazova, V. M. Gazizyanova, and V. N. Oslopov. "Heart failure patients with mid-range ejection fraction: clinical features and prognosis." Kazan medical journal 102, no. 3 (June 10, 2021): 293–301. http://dx.doi.org/10.17816/kmj2021-293.
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Aim. To analyze clinical and echocardiographic characteristics and prognosis in patients with heart failure mid-range ejection fraction.
Methods. The study included 76 patients with stable heart failure IIV functional class, with a mean age of 66.110.4 years. All patients were divided into 3 subgroups based on the left ventricular ejection fraction: the first group heart failure patients with reduced ejection fraction (below 40%), 21.1%; the second group patients with mid-range ejection fraction (from 40 to 49%), 23.7%; the third group patients with preserved ejection fraction (50%), 55.3%. The clinical characteristics of all groups were compared. The quality of life was assessed by the Minnesota Satisfaction Questionnaire (MSQ), the clinical condition was determined by using the clinical condition assessment scale (Russian Shocks). The prognosis was studied according to the onset of cardiovascular events one year after enrollment in the study. The endpoints were cardiovascular mortality, myocardial infarction (MI), stroke, hospitalization for acutely decompensated heart failure, thrombotic complications. Statistical analysis was performed by using IBM SPSS Statistics 20 software. Normal distribution of the data was determined by the ShapiroWilk test, nominal indicators were compared between groups by using chi-square tests, normally distributed quantitative indicators by ANOVA. The KruskalWallis test was performed to comparing data with non-normal distribution.
Results. Analysis showed that the most of clinical characteristics (etiological structure, age, gender, quality of life, results on the clinical condition assessment scale for patients with chronic heart failure and a 6-minute walk test, distribution by functional classes of heart failure) in patients with mid-range ejection fraction (HFmrEF) were similar to those in patients with reduced ejection fraction (HFrEF). At the same time, they significantly differed from the characteristics of patients with preserved ejection fraction (HFpEF). Echocardiographic data from patients with mid-range ejection fraction ranks in the middle compared to patients with reduced and preserved ejection fraction. In heart failure patients with mid-range ejection fraction, the incidence of adverse outcomes during the 1st year also was intermediate between heart failure patients with preserved ejection fraction and patients with reduced ejection fraction: for all cardiovascular events in the absence of significant differences (17.6; 10.8 and 18.8%, respectively), myocardial infarction (5,9; 0 and 6.2%), thrombotic complications (5.9; 5.4 and 6.2%). Heart failure patients with mid-range ejection fraction in comparison to patients with preserved ejection fraction and reduced ejection fraction had significantly lower cardiovascular mortality (0; 2.7 and 12.5%, p 0.05) and the number of hospitalization for acutely decompensated heart failure (0; 2,7 and 6.2%).
Conclusion. Clinical characteristics of heart failure patients with mid-range and heart failure patients with reduced ejection fraction are similar but significantly different from those in the group of patients with preserved ejection fraction; echocardiographic data in heart failure patients with mid-range ejection fraction is intermediate between those in patients with reduced ejection fraction and patients with preserved ejection fraction; the prognosis for all cardiovascular events did not differ significantly in the groups depending on the left ventricular ejection fraction.
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Thompson, Janny M., and Michelle D. Blain. "Presenting Feedback on the Minnesota Importance Questionnaire and the Minnesota Satisfaction Questionnaire." Career Development Quarterly 41, no. 1 (September 1992): 62–66. http://dx.doi.org/10.1002/j.2161-0045.1992.tb00359.x.
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Tao, Peng, Rosemary Coates, Yun Zhao, and Bruce Maycock. "The effects of translating the Multidimensional Sexuality Questionnaire from English to Mandarin: a test of reliability and validity." Sexual Health 9, no. 4 (2012): 304. http://dx.doi.org/10.1071/sh11008.
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Background In China, sexuality studies using validated psychosexual instruments are limited, with no valid Mandarin language version of a sexuality inventory with psychometric properties available for use. Thus, the Mandarin version of the Multidimensional Sexuality Questionnaire (M-MSQ), comprising four subscales, originating from the Multidimensional Sexuality Questionnaire, was tested for its psychometric properties. Methods: A convenience sampling technique was employed to recruit 200 oil workers (100 males and 100 females) in northern China. Originally, 158 participants (84 males and 74 females) completed the questionnaire; these accounted for 79% of the total study sample. From this group, a subsample of 50 participants (25 males and 25 females) was randomly selected to investigate the test–retest reliability. Of these, the responses of 33 participants (18 males and 15 females) were valid. The analysis on reliability was based on Cronbach’s α, Pearson’s correlation coefficient (r) and the intraclass correlation coefficient, also including evaluation on criterion validity and discriminatory validity. Results: The M-MSQ was found to be homogeneous in factor structure, comparing well with the original questionnaire. Both the discriminatory validity and the criterion-related validity were satisfactory in the total sample and gender groups, in addition, the overall reliability of the M-MSQ was sound in internal consistency with Cronbach’s α = 0.900–0.931. The results of the test–retest showed that the stability of the M-MSQ achieved a positive statistically significant standard assessed by Pearson’s coefficient and the intraclass correlation coefficient. Conclusion: The M-MSQ is reliable in these four subscales, and may be used as a measure of sexual esteem, sexual conscious, sexual motivation and sexual satisfaction in Mandarin speakers.
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Iqbal, Muhammad, and Anggit Verdaningrum. "PENGARUH CULTURE SHOCK DAN ADVERSITY QUOTIENT TERHADAP KEPUASAN KERJA TENAGA KERJA INDONESIA (TKI) DI HONGKONG." Jurnal Kajian Wilayah 7, no. 2 (December 29, 2016): 101. http://dx.doi.org/10.14203/jkw.v7i2.745.
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The purpose of this research is to investigate the influence of culture shock and adversity quotient to work satisfaction of Indonesian Labor Forces in Hong Kong. This quantitative research includes multiple regression analysis with 111 respondent. The sampling technique is using Nonprobability Sampling. Purposive Sampling with sample criteria: Indonesian citizen who works in Hogkong, female, working in domestic sector, has been working for a minimum of 6 months in Hongkong. Her age must be 20 years old or older, and she must have an education at least of an Elementary School level. Measurement for Culture Shock the result of the adaptation of Mumford, the measurement for Adversity Quotient the result of a modification of Rachmawati, and the measurement for work satisfaction is the result of the adaptation of Minnesota Satisfaction Questionare (MSQ) Short Form scale. According to analysis from the double regression analysis of the Anova tabl 8.837 Fb and Ft 3.08. so that F count > F table e , we got p= 0.000 ( p < 0.05), R= 0.140. Research hypothesis is accepted.Keywords: culture shock, adversity quotient, job satisfaction, TKIAbstrakPenelitian ini bertujuan untuk mengetahui pengaruh culture shock dan adversity quotient terhadap kepuasan kerja TKI di Hongkong. Penelitian kuantitatif ini melibatkan analisis regresi berganda dengan subjek sebanyak 111 responden. Teknik pengambilan sampel dengan Non Probability Sampling. Sampling Purposive dengan criteria sampel: Warga Negara Indonesia yang bekerja di Hongkong, perempuan, bekerja pada sektor rumah tangga, minimum lama bekerja di Hongkong 6 bulan, usia minimal 20 tahun, dan pendidikan minimal SD. Alat ukur culture shock yang digunakan dalam penelitian ini merupakan hasil adaptasi dari alat ukur milik Mumford, alat ukur adversity quotient merupakan hasil modifikasi milik Rachmawati, dan alat ukur kepuasan kerja merupakan hasil adaptasi skala Minnesota Satisfaction Questionare (MSQ) Short Form. Berdasarkan analisis regresi berganda pada tabel Anova didapatkan Fh 8.837 dan Ft 3.08. sehingga F hitung > F tabel, dan nilai Sig. 0.000 (p<0.05) R= 0.140. Hipotesis penelitian diterima.Kata Kunci: culture ahock, adversity quotient, kepuasan kerja, TKI
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Sultana, Farzana, and Bilkis Begum. "Measuring the Job Satisfaction of Female Library Professionals Working in the Health Libraries in Dhaka City." Eastern Librarian 23, no. 1 (October 9, 2012): 37–50. http://dx.doi.org/10.3329/el.v23i1.12117.
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Job satisfaction is an important area to determine the view of the library professionals towards their job in the library. The study has been under taken to measure the level of job satisfaction of female health library professionals in Dhaka city and how do the job facets (MSQ, 1967) affect on job satisfaction of female health library professionals. There is a cross sectional observational study to see the level of job satisfaction among health library professionals. A standard questionnaire (MSQ, 1967) is used to measure the level of job satisfaction of the sample. The result shows that out of twenty job facets eleven facets are highly significant for the job satisfaction and nine facets quite insignificant for job satisfaction. The study shows independence, variety of work, social status of the job, supervision-human relation supervision-technical, moral values, authority, ability utilization, library policies and practices, scope of advancement, relation with co-workers, recognition of job done and achievement has significant effect on job satisfaction. Further more it noticed females are less satisfied at their job. Finally, the significant recommendations have been put forth to improve the level of job satisfaction of female health library professionals in Bangladesh. DOI: http://dx.doi.org/10.3329/el.v23i1.12117 Eastern Librarian Vol.23(1) 2012 pp.37-50
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CAVUSOGLU, Gul, M. Yalcın TASMEKTEPLIGIL, Izzet ISLAMOGLU, and Saban UNVER. "EVALUATION OF THE JOB SATISFACTION LEVELS OF THE PERSONNEL WHO WORKED IN SPORTS ORGANIZATION." JOURNAL OF SOCIAL SCIENCE RESEARCH 9, no. 2 (October 30, 2015): 1858–66. http://dx.doi.org/10.24297/jssr.v9i2.4941.
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The aim of the study was to determine the job satisfaction levels of the personnel who worked in sports organization. 285 randomly selected people who worked in sports organization participated in this study. A form for personal information and Minnesota Job Satisfaction Scale (MSQ) developed by Weiss et al (1967) and checked for validity and reliability by Baycan (1985) were used in the study. Mann-Whitney U, Kruskal-Wallis H and Dunn’s multiple comparison tests were used for the analysis of the data. A significant difference was found among the groups in terms of their job satisfaction scores with increasing age in the statement of wages earned for the profession.  Satisfaction levels in terms of wages showed significant difference as the educational levels of personnel decreased. It was stated that the personnel whose job satisfaction levels were generally moderate were not pleased in terms of payment and the chances for advancement. However, the personnel’s job satisfaction scores’ being moderate shows that payment alone does not affect job satisfaction.Â
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Vernon, Margaret K., Dennis A. Revicki, A. George Awad, Riad Dirani, Jessica Panish, Carla M. Canuso, Augusto Grinspan, Sally Mannix, and Amir H. Kalali. "Psychometric evaluation of the Medication Satisfaction Questionnaire (MSQ) to assess satisfaction with antipsychotic medication among schizophrenia patients." Schizophrenia Research 118, no. 1-3 (May 2010): 271–78. http://dx.doi.org/10.1016/j.schres.2010.01.021.
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Ebrahimkhani, Sara, Robabe Nouri, and Marziyeh Azizi. "The Impact of Sexual Esteem and Sexual Conscious on Sexual Satisfaction in Married People." Review of European Studies 9, no. 4 (November 21, 2017): 123. http://dx.doi.org/10.5539/res.v9n4p123.
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Various studies have shown that the origin of many marital conflicts is in inadequacy of sexual relations. The main objective of this study is to determine the relationship between sexual esteem and sexual conscious with sexual satisfaction. 200 married students fulfilled theMultidimensional Sexuality Questionnaire (MSQ) and sexual satisfaction of Larson. The average correlation coefficients between sexual esteem and sexual conscious with sexual satisfaction were obtained (respectively to 0.47 and 0.48). The results of multivariate regression showed that the components of sexual esteem and sexual conscious have determined about 29.6% of variance in sexual satisfaction. It seems that evaluation of sexual issues is required for marital treatments and the variables should be considered seriously in therapeutic interventions.
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Elcicek, Zakir, Bunyamin Han, and Sabriye Yildiz. "Can Teachers' Job Satisfaction Be Ensured Despite Economic Inadequacies? The Impact of Positive Psychological Capital." European Journal of Educational Sciences 9, no. 1 (March 31, 2022): 1–10. http://dx.doi.org/10.19044/ejes.v9no1a1.
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This research examines the impact of teachers' positive psychological capital (PPC) on their job satisfaction (JS) levels. In the study, the relational survey model was used by conducting hierarchical regression analysis. The sample of the study consists of randomly selected 376 teachers in Batman, Turkey. The data were collected with the "Positive Psychological Capital Scale" and “Minnesota Job Satisfaction Scale (MSQ-Short form)”. According to the results, the PPC levels (total scores and dimensions) of the teachers are at a very high level; only the optimism dimension of the PPC scale and JS were found to be at a high level. In the regression analysis, the model (Model 6) that measures the effect of all dimensions of PPC on JS is significant. This finding implies that PPC is a significant predictor on JS and approximately 22% of the total variance in job satisfaction is explained PPC. The results of the study imply that self-efficacy and optimism components of PPC can be used to increase JS of teachers even the economic needs are not adequately met.
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Hancer, Murat, and R. Thomas George. "Job Satisfaction Of Restaurant Employees: An Empirical Investigation Using The Minnesota Satisfaction Questionnaire." Journal of Hospitality & Tourism Research 27, no. 1 (February 2003): 85–100. http://dx.doi.org/10.1177/1096348002238882.
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Al-Shirawi, Mariam E. "A Comparison of Marital Satisfaction of Mothers Raising a Child with Intellectual Disability versus a Child with Autism Disorder in Bahrain: Mixed Method Study." Journal of Studies in Education 8, no. 2 (May 24, 2018): 128. http://dx.doi.org/10.5296/jse.v8i2.13100.
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The purpose of the current mixed method study was to explore marital satisfaction of mothers raising children with Intellectual disability (I.D), or Autism disorder Children (A.D).The participants were thirty seven mothers, 21 of them had a child with autism disorder and 16 had a child with Intellectual disability. Twenty two of the mothers participated in the semi-structured interviews using the marital satisfaction questionnaire (MSQ) which is a self-report questionnaire prepared to assess marital satisfaction. The results reported 70% of the mothers had high level marital satisfaction. Results showed no significant difference in the level of marital satisfaction between mothers of children with (I.D) and mothers of children with (A.D). The regression analyses indicated that social support, significantly predicted mothers' marital satisfaction, while other variables (income, child birth order, gender of a child, age of a child, age of mother, age of husband, social support, marital years) were not found to be influential in predicting marital satisfaction. Qualitative thematic analysis showed that most of the mothers have a high level of marital satisfaction and received support from their husbands, their families and their mothers’ in-law, as well as support from professional specialists like pediatricians, psychologists, special education teachers and some friends.
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Phelps, Linda H., and Shirley A. Waskel. "Explanatory Style and its Functional Relationship to Job Satisfaction for Employed Women Age Forty and over." Psychological Reports 74, no. 3 (June 1994): 899–902. http://dx.doi.org/10.2466/pr0.1994.74.3.899.
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An assessment of the relationship between explanatory style and perceived general job satisfaction is presented for 135 employed women age 40 and over who were asked to complete the Attributional Style Questionnaire and the Minnesota Satisfaction Questionnaire. Although a forced-order multiple regression analysis did not yield a significant correlation between explanatory style and perceived general job satisfaction, several interesting factors emerged.
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Gajić, Tamara, Marko D. Petrović, Milan M. Radovanović, Darko Vuković, Darko Dimitrovski, and Natalia V. Yakovenko. "Women’s Role in Organizational Commitment and Job Satisfaction in the Travel Industry—An Evidence from the Urban Setting." Sustainability 13, no. 15 (July 27, 2021): 8395. http://dx.doi.org/10.3390/su13158395.
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Employee satisfaction is the main factor achieving high work performance, providing quality services in the tourism sector, which directly affects the increase in productivity and commitment to the organization. The research is focused on determining the factors of job satisfaction and commitment to the institution by the female workforce. The authors conducted a survey in tourism companies in Novi Sad (the second-largest city in Serbia), based on a sample of 610 women in total, using a standardized MSQ questionnaire for job satisfaction, and Meyer and Allen’s organizational commitment scale. Three multiple regression analyses were used to determine the relationship between job satisfaction factors and organizational commitment factors. The results confirm the existence and strength of correlation between satisfaction factors and types of organizational commitment, and the fact that the position of women in the tourism sector is not at an enviable level, and that they remain in the same organization because of the small number of alternatives and moral obligations.
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Gaudron, Jean-Philippe, Lucile Alaux, and Sonia Nenet-Stanislas. "La satisfaction au travail des adultes handicapés mentaux : Adaptation du Questionnaire de Satisfaction du Minnesota." Psychologie du Travail et des Organisations 19, no. 2 (2013): 187–204. http://dx.doi.org/10.1016/s1420-2530(16)30063-2.
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Wahjono, Sentot Imam, Anna Marina, Ismail Rasulong, and Fam Soo Fen. "Leave management information system using InsideDPS software for the efficiency of human resources management." Kinetik: Game Technology, Information System, Computer Network, Computing, Electronics, and Control 5, no. 3 (August 27, 2020): 211–18. http://dx.doi.org/10.22219/kinetik.v5i3.1087.
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The purpose of this research is to study the management information system and the benefits of InsideDPS software. The study was designed with an embeded mixed method, namely quantitative-qualitative-quantitative. The questionnaire as a quantitative tool was built based on previous research (MSQ), distributed to 250 employees and 198 sets of analyzed multiple linear regression. The questionnaire was distributed 2 times, before and after qualitative research. Interviews, observation and document collection were held with informants for HR managers, IT managers, and selected employees. This study found evidence that MIS InsideDPS software can support HRD performance improvement which is also supported by increased employee satisfaction. The technical implication of the findings of this study is the need for a wider web-based MIS application in the company
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Noboa Salazar, José Gregorio, Geovanny Javier Barrera Cosiun, and Diana Rojas Torres. "Relación del clima organizacional con la satisfacción laboral en una empresa del sector de la construcción." REVISTA CIENTÍFICA ECOCIENCIA 6, no. 1 (February 8, 2019): 1–24. http://dx.doi.org/10.21855/ecociencia.61.184.
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El propósito de esta investigación es establecer cómo se vincula el clima organizacional y la satisfacción laboral en una empresa ecuatoriana del sector de la construcción. Como herramienta para determinar los factores del clima organizacional se utilizó el instrumento previamente validado por Ortega-Santos (2018) y en el caso de la medición de los factores de satisfacción laboral se implementó el instrumento Minnesota Satisfaction Questionari (MSQ). Los dos instrumentos se aplicaron a 250 trabajadores en una empresa del sector de la construcción en Ecuador. Metodológicamente, se llevó a cabo un estudio correlacional entre las dimensiones de clima y satisfacción. Se encontró que hay una relación positiva entre ambos constructos, concluyendo que las dimensiones del clima organizacional que tienen mayor incidencia sobre la satisfacción laboral son: recompensa y liderazgo. Estudios de este orden son relevantes para las organizaciones ya que les permite proponer y ejecutar planes de acción para mejorar el clima organizacional y la satisfacción laboral en sus empleados.
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Haywood, Kirstie L., Tom S. Mars, Rachel Potter, Shilpa Patel, Manjit Matharu, and Martin Underwood. "Assessing the impact of headaches and the outcomes of treatment: A systematic review of patient-reported outcome measures (PROMs)." Cephalalgia 38, no. 7 (September 18, 2017): 1374–86. http://dx.doi.org/10.1177/0333102417731348.
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Aims To critically appraise, compare and synthesise the quality and acceptability of multi-item patient reported outcome measures for adults with chronic or episodic headache. Methods Systematic literature searches of major databases (1980–2016) to identify published evidence of PROM measurement and practical properties. Data on study quality (COSMIN), measurement and practical properties per measure were extracted and assessed against accepted standards to inform an evidence synthesis. Results From 10,903 reviewed abstracts, 103 articles were assessed in full; 46 provided evidence for 23 PROMs: Eleven specific to the health-related impact of migraine (n = 5) or headache (n = 6); six assessed migraine-specific treatment response/satisfaction; six were generic measures. Evidence for measurement validity and score interpretation was strongest for two measures of impact, Migraine-Specific Quality of Life Questionnaire (MSQ v2.1) and Headache Impact Test 6-item (HIT-6), and one of treatment response, the Patient Perception of Migraine Questionnaire (PPMQ-R). Evidence of reliability was limited, but acceptable for the HIT-6. Responsiveness was rarely evaluated. Evidence for the remaining measures was limited. Patient involvement was limited and poorly reported. Conclusion While evidence is limited, three measures have acceptable evidence of reliability and validity: HIT-6, MSQ v2.1 and PPMQ-R. Only the HIT-6 has acceptable evidence supporting its completion by all “headache” populations.
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Hancer, Murat, and R. Thomas George. "Factor Structure of the Minnesota Satisfaction Questionnaire Short Form for Restaurant Employees." Psychological Reports 94, no. 1 (February 2004): 357–62. http://dx.doi.org/10.2466/pr0.94.1.357-362.
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The factor structure of the Minnesota Satisfaction Questionnaire short form for nonsupervisory restaurant employees was explored in questions among 2000 employees of three full-service restaurant chains operating in midwestern United States. A total of 2000 surveys were distributed to hourly employees of the three chains. From the mailing, 924 surveys were returned and found useable, a 46.2% response rate. Principal factors analysis identified a four-factor structure for the employees, in contrast to the original two-factor structure, but as in other studies the structure was multifactorial.
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Messina, Gabriele, Roberto Fenucci, Francesco Vencia, Fabrizio Niccolini, Cecilia Quercioli, and Nicola Nante. "Patients’ evaluation of hospital foodservice quality in Italy: what do patients really value?" Public Health Nutrition 16, no. 4 (August 8, 2012): 730–37. http://dx.doi.org/10.1017/s1368980012003333.
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AbstractObjectivePatients often do not eat/drink enough during hospitalization. To enable patients to meet their energy and nutritional requirements, food and catering service quality and staff support are therefore important. We assessed patients’ satisfaction with hospital food and investigated aspects influencing it.DesignWe conducted a cross-sectional study collecting patients’ preferences using a slightly modified version of the Acute Care Hospital Foodservice Patient Satisfaction Questionnaire (ACHFPSQ). Factor analysis was carried out to reduce the number of food-quality and staff-issue variables. Univariate and multivariate ordinal categorical regression models were used to assess the association between food quality, staff issues, patients’ characteristics, hospital recovery aspects and overall foodservice satisfaction (OS).SettingA university hospital in Florence, Italy, in the period November–December 2009.SubjectsHospital patients aged 18+ years (n927).ResultsOf the 1288 questionnaires distributed, 927 were returned completely or partially filled in by patients and 603 were considered eligible for analysis. Four factors (explained variance 64·3 %, Cronbach's alphaαC= 0.856), i.e. food quality (FQ;αC= 0·74), meal service quality (MSQ;αC= 0·73), hunger and quantity (HQ;αC= 0·74) and staff/service issues (SI;αC= 0·65), were extracted from seventeen items. Items investigating staff/service issues were the most positively rated while certain items investigating food quality were the least positively rated. After ordinal multiple regression analysis, OS was only significantly associated with the four factors: FQ, MSQ, HQ and SI (OR = 17·2, 6·16, 3·09 and 1·75, respectively,P< 0·001), and gender (OR = 1·53,P= 0·024).ConclusionsThe most positively scored aspects of foodservice concerned staff/service, whereas food quality was considered less positive. The aspects that most influenced patients’ satisfaction were those related to food quality.
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Tan, P. Philip, and Wesley E. Hawkins. "The Factor Structure of the Minnesota Satisfaction Questionnaire and Participants of Vocational Rehabilitation." Psychological Reports 87, no. 1 (August 2000): 34–36. http://dx.doi.org/10.2466/pr0.2000.87.1.34.
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This study investigated the factor structure of the Minnesota Satisfaction Questionnaire when used by individuals with psychiatric disabilities who are participating in vocational rehabilitation. The sample consisted of 87 respondents recruited from Columbus, Ohio, in 1996 who worked in noncompetitive employment. Factor analyses with varimax rotation conducted on the short-form of the questionnaire indicated three factors, an intrinsic factor and an extrinsic factor (as proposed by the Herzberg two-factor theory) as well as another pertaining to satisfaction derived from participating in vocational rehabilitation.
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Buitendach, J. H., and H. De Witte. "Job insecurity, extrinsic and intrinsic job satisfaction and affective organisational commitment of maintenance workers in a parastatal." South African Journal of Business Management 36, no. 2 (June 30, 2005): 27–38. http://dx.doi.org/10.4102/sajbm.v36i2.625.
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The objective of this study was to assess the relationship between job insecurity, job satisfaction and affective organisational commitment of maintenance workers (N = 178) in a parastatal in Gauteng. A cross-sectional design was used. Stratified random samples of maintenance workers (N = 178) were taken. The Job Insecurity Inventory, Minnesota Job Satisfaction Questionnaire and Organisational Commitment Questionnaire were used as measuring instruments. The results revealed small but significant relationships between job insecurity and extrinsic job satisfaction and job insecurity and affective organisational commitment. Job satisfaction was found to mediate the relationship between job insecurity and affective organisational commitment.
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AKINTAYO, Olufemi Akinwumi. "THE INFLUENCE OF LOCUS OFCONTROL,GENDER AND JOB CADRE ONORGANISATIONAL COMMITMENT AND JOB SATISFACTION AMONG NIGERIAN INSURANCE WORKERS." LASU Journal of Employment Relations & Human Resource Management 1, no. 1 (December 1, 2018): 145–55. http://dx.doi.org/10.36108/ljerhrm/8102.01.0171.
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The study examines the influence of locus of control, gender and job cadre on Organisational Commitment and Job Satisfaction among Nigerian Insurance workers. The objectives of the research were to examine the influence of gender, job cadre and locus of control on Organisational Commitment and Job Satisfaction. To achieve these objectives, data were collected from 600 workers from six insurance companies using three standardized psychological instruments with appropriate psychometric properties. The instruments used are: Nowicki -Strickland Locus of Control Scale (N – SLCS), Organisational Commitment Scale (OCS), Job Satisfaction Questionnaire (MSQ) and Biographical Information Questionnaire (BIQ). The participants consisted of 247 males and 353 females with age between 21 and 65 years. They were randomly selected from the six companies. The sample consisted of senior and junior workers evenly distributed across the companies. The workers responded to the three instruments and biographical questionnaire used for the study and their responses were subjected to statistical analysis using the SPSS. Means and standard deviations were calculated to obtain descriptive results. One-way ANOVA andT-tests were carried out to obtain inferential results. The results showed that the variables under study correlated with each other significantly. In conclusion, there are no significant differences between male and female managers and job cadre (senior and junior managers) in most of the variables in the organisations under study. Based on these findings, recommendations were made on how to increase Nigerian workers’ organisational commitment and job satisfaction
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WIDODO, SUPARNO EKO, and ARIQ JAKA RAMADHANU. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DITINJAU DARI KEPUASAN KERJA INTRINSIK." JPPP - Jurnal Penelitian dan Pengukuran Psikologi 4, no. 1 (April 30, 2015): 1–6. http://dx.doi.org/10.21009/jppp.041.01.
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The purpose of this study was to determine the effect of intrinsic job satisfaction on organizational citizenship behavior (OCB). Measurement of variable of organizational citizenship behavior (OCB) using measuring tool from Podsakoff (1997) and for measurement of job satisfaction variable using measuring tool that is Minessota Satisfaction Questionnaire (MSQ).The method of data processing conducted in this study is the method of regression analysis. The result of research conducted is the behavior of citizenship organization (OCB) (Y) has increased one unit, then job satisfaction variable (X) will automatically add 0.365. It can be concluded that there is a positive (+) effect of intrinsic work satisfaction on the behavior of organizational citizenship (OCB). Seen from result of significance test of result of comparation F Counting 52,4 with F Table (1; 71) is 3,90 then result is F Count bigger than F Table. From the comparison of p = 0,000 and the significance level α = 0.05, the result is p <α. The conclusion is Ho is rejected then, There is influence of intrinsic work satisfaction on the behavior of citizenship organization (OCB) BPM members of all faculties at the State University of Jakarta. Variable self employment satisfaction 24.1% and felt by other factors outside of job satisfaction such as leadership style, personality type, self efficacy, and others.
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Abugre, James Baba. "Job Satisfaction of Public Sector Employees in Sub-Saharan Africa: Testing the Minnesota Satisfaction Questionnaire in Ghana." International Journal of Public Administration 37, no. 10 (August 12, 2014): 655–65. http://dx.doi.org/10.1080/01900692.2014.903268.
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Govender, Jeevarathnam Parthasarathy, Hari Lall Garbharran, and Roland Loganathan. "Leadership style and job satisfaction: A developing economy perspective." Corporate Ownership and Control 10, no. 4 (2013): 390–99. http://dx.doi.org/10.22495/cocv10i4c4art2.
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Research has suggested a relationship between leadership style and job satisfaction. This paper examines this relationship in the context of a developing country, viz., South Africa. The objective of the paper is to assess the relationship between the two variables as well as the influence of biographical variables on leadership style and job satisfaction. The survey was based on the Minnesota Satisfaction Questionnaire and the Multifactor Leadership Questionnaire. The results suggest a significant correlation between the three leadership styles, viz., transformational leadership, transactional leadership and laissez-faire leadership, and job satisfaction. There were no significant differences between the biographical variables and the three leadership styles.
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Amiri, Elham, Hossein Ebrahimi, Hossein Namdar Areshtanab, Maryam Vahidi, and Mohamad Asghari Jafarabadi. "The Relationship between Nurses’ Moral Sensitivity and Patients’ Satisfaction with the Care Received in the Medical Wards." Journal of Caring Sciences 9, no. 2 (March 16, 2019): 98–103. http://dx.doi.org/10.34172/jcs.2020.015.
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Introduction: The quality of care affects patients’ satisfaction. To provide high quality care, nurses face ethical challenges in daily practice. Moral sensitivity is the first phase in moral implementation. This study aimed to determine the relationship between nurses’ moral sensitivity and patients’ satisfaction in medical wards. Methods: In descriptive correlational study 198 nurses and 198 patients in 17 medical wards filled out the Moral Sensitivity Questionnaire (MSQ) and Patient Satisfaction with Nursing Care Quality Questionnaire (PSNCQQ), respectively. Nurses were sampled by the census method. For each nurse, a patient was selected randomly from the same ward. Data were analyzed using SPSS version 13. Results: The highest scores were in the dimensions of “relational orientation” and “following the rules”, and the lowest scores were in the dimensions of “autonomy” and “experiencing moral conflicts”. The highest level of patients’ satisfaction was with “nurses’ professional performance” 3.98 (1.09), and the lowest level was with “nurses’ routine work” 2.69 (1.22). There was no significant relationship between the mean of patient satisfaction and moral sensitivity of nurses. Conclusion: Considering that nurses had a higher score in dimension of “following the rules” and a lower score in dimension of “autonomy”, it seems ethical performance in the real situation is not merely due to the nurses’ moral sensitivity and it seems the complexity of the organization causes nurses face difficulties in making decisions related to clinical practice; therefore, policy makers in the health system should be able to identify barriers.