Journal articles: 'Physicians – Job satisfaction – Lesotho'

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ANDERSON, JANE. "Primary Care Physicians Lack Job Satisfaction." Internal Medicine News 41, no. 24 (December 2008): 39. http://dx.doi.org/10.1016/s1097-8690(08)71371-4.

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O'Leary, Patrick, Natalia Wharton, and Thomas Quinlan. "Job satisfaction of physicians in Russia." International Journal of Health Care Quality Assurance 22, no. 3 (May 2009): 221–31. http://dx.doi.org/10.1108/09526860910953502.

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Simsaa, Abdalla E. A., Modawy E Modawy, Omer Ibrahim Abdallah, and Alashary A. Hamdoon. "Job Satisfaction among Sudanese Community physicians." IOSR Journal of Nursing and Health Science 06, no. 1 (January 2017): 64–68. http://dx.doi.org/10.9790/1959-0601036468.

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Dogar, Imtiaz Ahmad, Samreen Afzal, Muhammad Arif Ali, Nighat Haider, and Aliya Asmat. "JOB SATISFACTION OF PHYSICIANS AND TEACHERS." Professional Medical Journal 22, no. 11 (November 10, 2015): 1525–30. http://dx.doi.org/10.29309/tpmj/2015.22.11.2445.

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Objectives: To determine the level of job satisfaction of physicians and teachershaving regular jobs and those having contract based jobs and to compare level of job satisfactionbetween these types of jobs and between the two professions. Study design: Cross sectionalstudy. Duration and place of study: This study was conducted with teachers and physiciansrecruited at different schools, colleges and hospitals of Faisalabad in six months from October,2008 to March 2009. Subjects and methods: A sample of 200 participants, 100 physicians(50 regular and 50 on contract basis) from public hospitals and 100 teachers (50 regular and50 on contract) from public schools and colleges was drawn through purposive convenientsampling technique. Result: In overall profession wise analysis teachers scored higher onjob satisfaction scale (m=131.98) than physicians (m=126.98). Personals having regular jobshad lower job satisfaction (m=128.52) than professionals have contract jobs (m=130.45).Conclusion: Contract based jobs carry higher levels of job satisfaction for employees than theregular based jobs.

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Wangmo, Choni, Sunkyung Kim, Thupten Palzang, and Robert Quick. "A cross-sectional job satisfaction survey of physicians in Bhutan to address the problem of retention." Bhutan Health Journal 5, no. 2 (November 13, 2019): 28–36. http://dx.doi.org/10.47811/bhj.86.

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Introduction: A persistent shortage of physicians and relatively high attrition (>10% over 7 years) have been longstanding challenges for Bhutan despite efforts at improvement. Little is known about physicians’ job satisfaction. The study was done to assess level of job satisfaction amongst physicians in Bhutan and identify factors affecting it, thereby be able to better understand factors affecting physician retention. Methods: A national, cross-sectional study on job satisfaction of all Bhutanese physicians was conducted in 2016. Physicians were defined as satisfied if they answered yes to >50% of general survey questions about job satisfaction and and associations between demographic or job characteristics (e.g., married vs. unmarried, clinical vs. non- clinical) and job satisfaction were examined. Physicians were also queried about specific elements of their jobs (e.g., pay, working conditions) and explored associations between demographic or job characteristics and job elements. Results: Of 147 physicians who completed the job survey, 94 (64%) were classified as satisfied. There were significant differences in job satisfaction between married and unmarried physicians (72% vs 49%, p=0·01), specialists and generalists (73% vs 55%, p=0·04), nonclinical and clinical physicians (89% vs 61%, p=0·02), and physicians in referral and district hospitals (75% vs 48%, p <0·01). Across all demographic and job characteristics, salary satisfaction was low (11%). In multivariable analysis, non-clinicians had significantly greater satisfaction than clinicians with salary, annual leave, and work-family balance. Physicians in referral hospitals had significantly greater satisfaction than physicians in district facilities with work hours and working conditions. Conclusion: Survey findings suggest that, although job satisfaction appeared high, improved physician retention may require increased pay, opportunities for promotion to desired settings and job categories, and improved staffing and work conditions in district healthcare facilities.

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Saberi Isfeedvajani, Mohsen, Esmat Davoudi-Monfared, and Mojtaba Naderi. "Satisfaction of Physicians Working in a Referral Hospital in Tehran, Iran in 2019." Hospital Practices and Research 5, no. 2 (June 11, 2020): 70–74. http://dx.doi.org/10.34172/hpr.2020.13.

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Background: Physicians’ satisfaction is closely related to the effectiveness of health services, including quality of services as well as patient compliance, satisfaction, and outcomes. Objectives: This study was designed to examine the job satisfaction level of physicians working at a referral hospital in Tehran. Methods: This research was a descriptive study performed on a population of physicians working at a referral hospital from April to August 2019. The sample size was calculated as 120 subjects. The Physicians’ Job Satisfaction Questionnaire (PJSQ), which is a valid questionnaire, was used as the data collection tool. The collected data was entered into SPSS Statistics 20. Mann-Whitney and t tests were used for data analysis. Results: The frequency of female and male physicians was 50 (38.2%) and 81 (61.8%), respectively. The total mean of Job satisfaction in physicians was 51± 7.05. Overall satisfaction scores were 70.7±15.1, 51.5±11.1, 49.8±13.1, 49.5±11.2, 44.1±9.3, and 40.5±11.9 in domains of income satisfaction, physicians’ satisfaction with management, relationship between physicians and their colleagues, patients, staff, and physicians’ job satisfaction, respectively. 87% of physicians participating in this study were not willing to leave their jobs. The income satisfaction of the female physician group was significantly higher than that of men (P=0.029). The income satisfaction of subspecialists was significantly higher than that of specialists (P=0.022). The job satisfaction of physicians who were not faculty members was significantly higher than that of physicians who were faculty members (P=0.034). Conclusion: The job satisfaction level of physicians working at a referral hospital in Tehran was moderate. Income satisfaction and job satisfaction were the highest and lowest levels of satisfaction, respectively.

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Oh, Young-In, Hyeongsu Kim, and KyeHyun Kim. "Factors Affecting Korean Physician Job Satisfaction." International Journal of Environmental Research and Public Health 16, no. 15 (July 30, 2019): 2714. http://dx.doi.org/10.3390/ijerph16152714.

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This study examines job satisfaction of physicians in Korea and investigates factors affecting their satisfaction. The majority of the past studies tend to cover few minor factors— including stress and occupation professionality or insufficient scale of respondents in particular regions—thus leading to restricted explanations on job satisfaction of the overall physician pool in Korea. This study examines the level of job satisfaction of physicians in Korea and factors affecting their satisfaction by using the ‘2016 Korean Physician Survey (KPS)’ data which included all physicians in Korea. Ordinal logistic regression analysis was conducted in this study in order to identify the factors affecting job satisfaction of physicians in terms of care environment attributes. These attributes included autonomy for care delivery, colleagues/staff/patient relations, income, healthcare resources, social reputation, personal leisure time, administration, restrictions and regulations, and work hours and loads. For the ordinal logistic regression analysis, general socio-demographic attributes, such as gender, age, specialty, job position, type of affiliated healthcare organization, working region, and length of service were controlled beforehand. The result of our measures, the affecting factors of job satisfaction for physicians, include being able to; maintain positive relations with patients through adequate time for consultation and necessary healthcare, have the autonomy to make clinical decisions, have healthy relations with peers and staff, obtain respect from family and society, work in an environment with desirable income and have adequate health resources, and have appropriate work hours and loads for those who facilitate high-quality care. Creating an environment in which physicians can focus on patient-oriented healthcare will contribute to promoting national healthcare.

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Graham, J., AJ Ramirez, A. Cull, I. Finlay, A. Hoy, and MA Richards. "Job Stress and Satisfaction among Palliative Physicians." Palliative Medicine 10, no. 3 (July 1996): 185–94. http://dx.doi.org/10.1177/026921639601000302.

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Büyükcam, Ayşe, and Ateş Kara. "Job Satisfaction of Pediatric Infectious Disease Physicians." Journal of Pediatric Infection 14, no. 1 (March 15, 2020): 9–14. http://dx.doi.org/10.5578/ced.202003.

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Edith Moloantoa, Mateko, and Nirmala Dorasamy. "Job satisfaction among academic employees in institutions of higher learning." Problems and Perspectives in Management 15, no. 3 (October 27, 2017): 193–200. http://dx.doi.org/10.21511/ppm.15(3-1).2017.03.

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The factors affecting job satisfaction of academic employees, with specific reference to the National University of Lesotho (NUL) were analysed. Understanding the factors that affect academic performance is pivotal for satisfactory levels of performance by higher education institutions. Satisfactory working conditions at universities like NUL can provide the impetus to attract well qualified academics. Six areas pertaining to working conditions, relationship with colleagues, access to resources, job security, recognition and advancement were focused on analyzing job satisfaction among academic employees at the National University of Lesotho. A concurrent approach of both quantitative and qualitative techniques was used. The target population of 156 respondents completed a 5-point Likert scale questionnaire. Quantitative data were analyzed using SPSS, version 22.0, while thematic analysis was used to analyse qualitative data. The findings of the study highlighted salaries as a factor influencing job satisfaction. Further, insufficient financial resources to support teaching, learning and research at the NUL impacted job satisfaction. Over and above dissatisfaction with benefits, allowances, lack of equipment, as well as poor institutional management, there was collegiality with heads of departments, working as a team. The findings are valuable to university administrators and academics to consider for improving job satisfaction among employees.

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Ratia, Lineo Rosina, and Sule Erdem Tuzlukaya. "The relationship of the dimensions of job satisfaction to job performance: A case study of a multinational company in Lesotho." Journal of Research in Emerging Markets 1, no. 3 (August 8, 2019): 8–19. http://dx.doi.org/10.30585/jrems.v1i3.356.

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This study aims to investigate job satisfaction and job performance relationship in a multinational company in the least developed country. This study also examines the relationship between job satisfaction dimensions and job performance of the employees. Data were collected from a sample of the leading multinational telecommunication company in Lesotho. The aforementioned relationships were tested based on correlation analysis and multiple regression analysis. Although there is an extensive body of research regarding job satisfaction and job performance relationship, the research concerning the two variables in multinational companies in the least developed countries is rather few and overlooked. The results demonstrate that there is empirical support for the hypothesized relationships except for operating conditions sub-dimension of job satisfaction.

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Privitera, Michael R., Fouad Atallah, Frank Dowling, Caroline Gomez-DiCesare, Arthur Hengerer, Katie Arnhart, Aaron Young, and Mark Staz. "Physicians’ electronic health records use at home, job satisfaction, job stress and burnout." Journal of Hospital Administration 7, no. 4 (June 20, 2018): 52. http://dx.doi.org/10.5430/jha.v7n4p52.

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Objective: To determine how electronic health record (EHR) use at home impacts physician job satisfaction, job stress and burnout.Methods: This study looks at survey responses from 1,048 physicians in New York in 2016 to see how time spent on EHRs at home affected physician’s job satisfaction, job stress and burnout.Results: Accounting for demographic and practice values, physicians’ moderately high to excessive time spent on EHRs at home did not significantly affect job satisfaction but did significantly increase their odds of experiencing job stress by 50% and burnout by 46%. However, length and degree of documentation requirements and extension of work life into home by means of e-mail, completion of records and phone calls significantly correlated to decreased job satisfaction and increased job stress and likelihood of burnout.Conclusions: Although technology allows for physicians to work on electronic devices in various locations, healthcare administrators, policy makers and physicians alike should be aware of negative implications of excessive EHR use, documentation completion, e-mails and phone calls at home. Greater attention is needed on the human factors in the delivery of care and the importance of joy in the practice of medicine. Suggestions for organizational interventions are discussed.

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Motlokoa, Mamofokeng Eliza, Lira Peter Sekantsi, and Rammuso Paul Monyolo. "The Impact of Training on Employees’ Performance: The Case of Banking Sector in Lesotho." International Journal of Human Resource Studies 8, no. 2 (March 13, 2018): 16. http://dx.doi.org/10.5296/ijhrs.v8i2.12812.

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Human Resources Management literature regards training as the blood stream of any organization because the success of an organisation to achieve its objectives and goals heavily highly depends on its workforce. For this reason, organizations should invest in employees’ training in an effort to enhance their performance and that of an organisation. Nonetheless, some organizations regard training as unnecessary expenditure and always cut training budgets in an effort to improve their financial standing to the detriment of their employees’ welfare because that action incapacitate staff to adapt to the ever-changing working environment and uncertain conditions on account of, inter alia, rapid technological innovation and organizational change. This study employed stratified sampling technique to draw a sample of 171 employees from a population of 300 employees through self-administered questionnaire to examine the impact of training on employees’ performance, employee’s motivation and job-satisfaction in the banking sector in Lesotho. The findings of the study generally revealed that training not only increases employees’ performance but also positively affects employees’ motivation and job satisfaction within the banking sector in Lesotho. Therefore, the banking sector in Lesotho should regularly allocate resources for employees’ training based on identified skill gaps to sharpen employees’ skills, knowledge and abilities in order to capacitate them to cope with the ever-changing working environment and uncertain conditions and to improve their motivation and job-satisfaction.

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Saperstein, Adam K., Anthony J. Viera, and Gina C. Firnhaber. "Mentorship and Job Satisfaction Among Navy Family Physicians." Military Medicine 177, no. 8 (August 2012): 883–88. http://dx.doi.org/10.7205/milmed-d-11-00362.

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Chen, Kuan-Yu, Che-Ming Yang, Che-Hui Lien, Hung-Yi Chiou, Mau-Roung Lin, Hui-Ru Chang, and Wen-Ta Chiu. "Burnout, Job Satisfaction, and Medical Malpractice among Physicians." International Journal of Medical Sciences 10, no. 11 (2013): 1471–78. http://dx.doi.org/10.7150/ijms.6743.

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Konrad, Thomas R., Grant S. Fletcher, and Timothy S. Carey. "Interprofessional Collaboration and Job Satisfaction of Chiropractic Physicians." Journal of Manipulative and Physiological Therapeutics 27, no. 4 (May 2004): 245–52. http://dx.doi.org/10.1016/j.jmpt.2004.02.003.

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Richardsen, Astrid M., and Ronald J. Burke. "Occupational stress and job satisfaction among Canadian physicians." Work & Stress 5, no. 4 (October 1991): 301–13. http://dx.doi.org/10.1080/02678379108257028.

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Bouwkamp-Memmer, Jennifer C., Susan C. Whiston, and Paul J. Hartung. "Work values and job satisfaction of family physicians." Journal of Vocational Behavior 82, no. 3 (June 2013): 248–55. http://dx.doi.org/10.1016/j.jvb.2013.02.001.

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Lavanchy, Marcel, Ian Connelly, Stefan Grzybowski, Alex C. Michalos, Jonathan Berkowitz, and Harvey V. Thommasen. "Determinants of Rural Physicians' Life and Job Satisfaction." Social Indicators Research 69, no. 1 (October 2004): 93–101. http://dx.doi.org/10.1023/b:soci.0000032662.79752.e8.

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Schneider, Byron J., Reza Ehsanian, Alex Schmidt, Lisa Huynh, David J. Kennedy, Dermot P. Maher, and Sterling Haring. "The effect of patient satisfaction scores on physician job satisfaction and burnout." Future Science OA 7, no. 1 (January 2021): FSO657. http://dx.doi.org/10.2144/fsoa-2020-0136.

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Physician burnout is recognized as reversible with the potential to negatively influence quality of care and patient outcomes. The study objective was to evaluate associations between patient satisfaction scores (PSS) and physicians’ perceptions of job satisfaction and burnout via a physician survey. Eighty two out of 107 report PSS are institutionally tracked, with 23/107 and 39/107 reporting PSS utilization in financial compensation or performance review, respectively. Fifty four out of 107, report pressure to emphasize PSS; 63/107, report PSS having negative effect on job satisfaction; 31/107 considered leaving their job or career due to PSS and 84/107 report PSS contribute to burnout. In the cohort of physicians treating patients with spine pain who responded to this survey, PSS are associated with decreased job satisfaction and increased burnout.

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Voltmer, Edgar, Judith Rosta, Johannes Siegrist, and Olaf G. Aasland. "Job stress and job satisfaction of physicians in private practice: comparison of German and Norwegian physicians." International Archives of Occupational and Environmental Health 85, no. 7 (December 11, 2011): 819–28. http://dx.doi.org/10.1007/s00420-011-0725-5.

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Schmit Jongbloed, Lodewijk J., Johanna Schönrock-Adema, Jan C. C. Borleffs, Roy E. Stewart, and Janke Cohen-Schotanus. "Physicians’ job satisfaction in their begin, mid and end career stage." Journal of Hospital Administration 6, no. 1 (November 10, 2016): 1. http://dx.doi.org/10.5430/jha.v6n1p1.

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Objective: To examine whether physicians differ in job satisfaction in different career stages, controlling for “gender”, “specialty area” and “level of income”.Methods: Survey of three cohorts of physicians who started studying in 1972-75 (n = 704), 1982/83 (n = 301) and 1992/93 (n = 296) at the University of Groningen. Physicians in the begin, mid and end career stage practiced for 10, 20 and 30 years respectively. Data were collected by telephonic interviews and written questionnaires. We selected 13 job satisfaction aspects which could be mapped unto Ostroff’s taxonomy of organizational climate perceptions. Influences of gender, specialty area and level of income were taken into account.Results: Physicians in begin, mid and end career stage differed on eight aspects. Taking into account gender, specialty area and level of income, differences between career stages were significant for three aspects: appreciation from support personnel, appreciation from patients and satisfaction with income. Specialty area was the most important covariate.Conclusions: Physicians from different career stages differed in job satisfaction, but specialty area accounted to a large extent for these differences. We recommend taking into account physicians’ career stage, gender and specialty area when studying physicians’ job satisfaction.

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Bakir, Bilal, Mustafa Özer, Muharrem Uçar, Mahir Güleç, Cesim Demir, and Metin Hasde. "Relation between Machiavellianism and Job Satisfaction in a Sample of Turkish Physicians." Psychological Reports 92, no. 3_suppl (June 2003): 1169–75. http://dx.doi.org/10.2466/pr0.2003.92.3c.1169.

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Job satisfaction is affected by many factors. A consistent negative correlation between Machiavellianism and Job satisfaction was shown by many previous studies. To estimate this association in a sample of Turkish people, 361 physicians were selected among the total number of 5,959 working in Ankara City Center. A self-administered questionnaire including the Mach IV scale and Job Satisfaction scale developed by Kasapoğlu was applied to the subjects. Student t test and Pearson correlation were used for analysis. The correlation of –.25 between Job Satisfaction and Machiavellianism scores was significant and consistent with the mean scores on Job Satisfaction between the Machiavellian and Nonmachiavellian groups. Although the present association is small, the inverse value is consistent for Mach IV scale scores with job satisfaction in the literature.

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Richardsen, Astrid M., and Ronald J. Burke. "Occupational Stress and Work Satisfaction among Canadian Women Physicians." Psychological Reports 72, no. 3 (June 1993): 811–21. http://dx.doi.org/10.2466/pr0.1993.72.3.811.

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The present study examined relationships among occupational stress, job satisfaction, and various individual characteristics and job-related variables in a population of 303 women physicians. Analysis showed that time pressures and threat of malpractice litigation were sources of stress and that over-all satisfaction was related to satisfaction with both professional and social aspects of the job. Low satisfaction was related to wanting higher income, changes in practice procedures, and several stressors, such as time pressures. Stress and satisfaction were also related to attitudes toward health care. Women who experienced high stress and low satisfaction were more likely to have negative views of the functioning of the health care system. In addition, demographic and practice variables contributed to negative attitudes.

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Turgu, Sezgin, and Serdar Öztora. "Patient satisfaction in primary care and the relationship with physicians’ job satisfaction." Türkiye Aile Hekimliği Dergisi 22, no. 2 (June 15, 2018): 78–91. http://dx.doi.org/10.15511/tahd.18.00278.

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Cihangiroglu, Necmettin, Bayram Sahin, Abdulkadir Teke, and Fahreddin Agayev. "Job satisfaction of military physicians in Turkey and Azerbaijan." Balkan Military Medical Review 17, no. 3 (2014): 83. http://dx.doi.org/10.5455/bmmr.164949.

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Ozyurt, A. "Predictors of burnout and job satisfaction among Turkish physicians." QJM 99, no. 3 (February 8, 2006): 161–69. http://dx.doi.org/10.1093/qjmed/hcl019.

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Etchegaray, Jason M., J. Bryan Sexton, Robert L. Helmreich, and Eric J. Thomas. "Job Satisfaction Ratings: Measurement Equivalence Across Nurses and Physicians." Western Journal of Nursing Research 32, no. 4 (June 2010): 530–39. http://dx.doi.org/10.1177/0193945909355148.

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Richardsen, Astrid M., and Ronald J. Burke. "Occupational stress and job satisfaction among physicians: Sex differences." Social Science & Medicine 33, no. 10 (January 1991): 1179–87. http://dx.doi.org/10.1016/0277-9536(91)90234-4.

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Abdulrahman, KhalidBin, MoathYosef Alnosian, AbdulwahabAli Alshamrani, HatimIbrahim ALassaf, AbdulrahmanSaleh Aldayel, YazeedAhmed Alaskar, and MohammedAbdullah Alshehri. "Job satisfaction among family medicine physicians in Saudi Arabia." Journal of Family Medicine and Primary Care 10, no. 8 (2021): 2952. http://dx.doi.org/10.4103/jfmpc.jfmpc_2476_20.

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Myhren, Hilde, Øivind Ekeberg, and Olav Stokland. "Job Satisfaction and Burnout among Intensive Care Unit Nurses and Physicians." Critical Care Research and Practice 2013 (2013): 1–6. http://dx.doi.org/10.1155/2013/786176.

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Introduction. Nurses and physicians working in the intensive care unit (ICU) may be exposed to considerable job stress. The study aim was to assess the level of and the relationship between (1) job satisfaction, (2) job stress, and (3) burnout symptoms.Methods. A cross-sectional study was performed at ICUs at Oslo University Hospital. 145 of 196 (74%) staff members (16 physicians and 129 nurses) answered the questionnaire. The following tools were used: job satisfaction scale (scores 10–70), modified Cooper's job stress questionnaire (scores 1–5), and Maslach burnout inventory (scores 1–5); high score in the dimension emotional exhaustion (EE) indicates burnout. Personality was measured with the basic character inventory. Dimensions were neuroticism (vulnerability), extroversion (intensity), and control/compulsiveness with the range 0–9.Results. Mean job satisfaction among nurses was 43.9 (42.4–45.4) versus 51.1 (45.3–56.9) among physicians,P<0.05. The mean burnout value (EE) was 2.3 (95% CI 2.2–2.4), and mean job stress was 2.6 (2.5–2.7), not significantly different between nurses and physicians. Females scored higher than males on vulnerability, 3.3 (2.9–3.7) versus 2.0 (1.1–2.9) (P<0.05), and experienced staff were less vulnerable, 2.7 (2.2–3.2), than inexperienced staff, 3.6 (3.0–4.2) (P<0.05). Burnout (EE) correlated with job satisfaction (r=-0.4,P<0.001), job stress (r=0.6,P<0.001), and vulnerability (r=0.3,P=0.003).Conclusions. The nurses were significantly less satisfied with their jobs compared to the physicians. Burnout mean scores are relatively low, but high burnout scores are correlated with vulnerable personality, low job satisfaction, and high degree of job stress.

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Lewtak, Katarzyna, Anna Poznańska, and Mirosław J. Wysocki. "Job Satisfaction among Polish Primary Care Physicians: Results from the Physicians' Health Study." International Journal of Interdisciplinary Organizational Studies 7, no. 4 (2014): 25–40. http://dx.doi.org/10.18848/2324-7649/cgp/v07i04/53413.

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Borges, Nicole J., Denise D. Gibson, and Rajil M. Karnani. "Job Satisfaction of Physicians with Congruent Versus Incongruent Specialty Choice." Evaluation & the Health Professions 28, no. 4 (December 2005): 400–413. http://dx.doi.org/10.1177/0163278705281071.

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Choosing a specialty within the occupation of medicine is problematic given the number of available specialty choices. A need exists for the development and modification of inventories to be used to help students with selecting a medical specialty. Furthermore, ratings of job satisfaction, regardless of specialty, are mixed with some physicians regretting choosing medicine as a career. Despite its use in medical specialty counseling, research is lacking regarding the Medical Specialty Preference Inventory (MSPI). We examined the predictive validity of the MSPI and compared job satisfaction of physicians (N= 51) whose specialty was correctly (i.e., congruent) versus incorrectly (i.e., incongruent) predicted by the MSPI. The MSPI correctly predicted the specialty for 33%. Congruent physicians had higher job satisfaction than incongruent physicians. Results of this study may help individuals who provide medical specialty counseling or who are involved in designing tools and implementing programs to assist students with medical specialty decision making.

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Bowron, J. Shelby, and Knox H. Todd. "Job Stressors and Job Satisfaction in a Major Metropolitan Public EMS Service." Prehospital and Disaster Medicine 14, no. 4 (December 1999): 32–35. http://dx.doi.org/10.1017/s1049023x00027692.

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AbstractIntroduction:Behavioral and social science research suggests that job satisfaction and job performance are positively correlated. It is important that Emergency Medical Services managers identify predictors of job satisfaction in order to maximize job performance among prehospital personnel.Purpose:Identify job stressors that predict the level of job satisfaction among prehospital personnel.Methods:The study was conducted with in a large, urban Emergency Medical Services (Emergency Medical Services) service performing approximately 60,000 Advanced Life Support (Advanced Life Support) responses annually. Using focus groups and informal interviews, potential predictors of global job satisfaction were identified. These factors included: interactions with hospital nurses and physicians; on-line communications; dispatching; training provided by the ambulance service; relationship with supervisors and; standing orders as presently employed by the ambulance service. These factors were incorporated into a 21 item questionnaire including one item measuring global job satisfaction, 14 items measuring potential predictors of satisfaction, and seven questions exploring demographic information such as age, gender, race, years of experience, and years with the company. The survey was administered to all paramedics and Emergency Medical Technicians (Emergency Medical Technicians s) Results of the survey were analyzed using univariate and multivariate techniques to identify predictors of global job satisfaction.Results:Ninety paramedics and Emergency Medical Technicians participated in the study, a response rate of 57.3%. Job satisfaction was cited as extremely satisfying by 11%, very satisfying by 29%, satisfying by 45%, and not satisfying by 15% of respondents. On univariate analysis, only the quality of training, quality of physician interaction, and career choice were associated with global job satisfaction. On multivariate analysis, only career choice (p = 0.005) and quality of physician interaction (p = 0.05) were predictive of global job satisfactionConclusion:Quality of career choice and interactions with physicians are predictive of global job satisfaction within this urban emergency medical service (Emergency Medical Technicians). Future studies should examine specific characteristics of the physician-paramedic interface that influence job satisfaction and attempt to generalize these results to other settings.

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Burke, Ronald J. "Stress, Satisfaction and Militancy among Canadian Physicians." Articles 50, no. 3 (April 12, 2005): 617–35. http://dx.doi.org/10.7202/051037ar.

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The present study utilized a stressor-strain framework to understand physician militancy in Canada. Data were collected from 2,584 physicians in 1986 using questionnaires. Four militant attitudes or activities were considered: approval of binding arbitration in the event of deadlocks in fee negotiations with governments, approval of withdrawal of services in the event of inadequate income settlements, approval of the reconstitution of medical associations as labour unions, and whether they had participated in an organized job action involving withdrawal of services.

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Koch, Peter, Max Zilezinski, Kevin Schulte, Reinhard Strametz, Albert Nienhaus, and Matthias Raspe. "How Perceived Quality of Care and Job Satisfaction Are Associated with Intention to Leave the Profession in Young Nurses and Physicians." International Journal of Environmental Research and Public Health 17, no. 8 (April 15, 2020): 2714. http://dx.doi.org/10.3390/ijerph17082714.

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German hospitals are now confronted with major challenges from both shortages and fluctuations in the numbers of physicians and nurses. This makes it even more important that physicians and nurses do not prematurely leave patient care. The objective of the present study was to improve our understanding of the factors that trigger intentions to leave the profession. For this purpose, data from 1060 young physicians and nurses in hospital care were analysed. Intentions to leave the profession was assessed with the Copenhagen Psychosocial Questionnaire (COPSOQ). In the first step, the association was determined between intention to leave the profession and the factors of perceived quality of care and job satisfaction. In a second step, a mediation analysis was performed to determine the effect of perceived quality of care after correction for the possible mediator of job satisfaction. There were statistically significant negative associations between perceived quality of care and intention to leave the profession (beta: −2.9, 95% CI: −4.48–−1.39) and job satisfaction and intention to leave the profession (beta: −0.5, 95% CI: −0.64–−0.44). The effect of perceived quality of care on intention to leave the profession was partially mediated by job satisfaction. Thus, high perceived quality of care and high job satisfaction are both important factors that tend to prevent young physicians and nurses from leaving their professions.

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Chen, Xiao, Min Liu, Chaojie Liu, Fang Ruan, Yan Yuan, and Change Xiong. "Job Satisfaction and Hospital Performance Rated by Physicians in China: A Moderated Mediation Analysis on the Role of Income and Person–Organization Fit." International Journal of Environmental Research and Public Health 17, no. 16 (August 12, 2020): 5846. http://dx.doi.org/10.3390/ijerph17165846.

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This study tested the effect of person–organization fit (P-O fit) in mediating the link between job satisfaction and hospital performance with income as a moderator. A questionnaire survey was conducted on 301 physicians from two public hospitals in Zhejiang province of China. Respondents were asked to rate their job satisfaction, value congruence (P-O fit) with the hospital, and the hospital’s performance. The mediating effect of P-O fit on the link between job satisfaction and hospital performance was tested through partial least squares-structural equation modeling (PLS-SEM). Income was introduced to the model as a moderator on the “P-O fit → hospital performance” and “job satisfaction → hospital performance” path, respectively. Higher job satisfaction and P-O fit were associated with higher ratings on hospital performance (p < 0.01). P-O fit had a partial mediating effect on the association between job satisfaction and hospital performance, accounting for 73% of the total effect. The effects of P-O fit and job satisfaction on hospital performance were stronger in the respondents with higher income. Overall, high job satisfaction is associated with high ratings on hospital performance, which is partially mediated through P-O fit. Value congruence is particularly important when financial tools are used to incentivize hospital physicians.

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Pate, B. "Medical Errors Negatively Impact Physicians' Mental Health and Job Satisfaction." AAP Grand Rounds 18, no. 5 (November 1, 2007): 52–53. http://dx.doi.org/10.1542/gr.18-5-52.

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Al-Zaid, Bader M., Sana S. Buhamra, and A. H. Al-Ibrahim. "Factors for Job Satisfaction among Primary Care Physicians in Kuwait." Medical Principles and Practice 7, no. 2 (1998): 109–19. http://dx.doi.org/10.1159/000026031.

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Lloyd, Stephen, David Streiner, and Sue Shannon. "Burnout, depression, life and job satisfaction among Canadian emergency physicians." Journal of Emergency Medicine 12, no. 4 (July 1994): 559–65. http://dx.doi.org/10.1016/0736-4679(94)90360-3.

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Burke, Ronald J. "Stress, work and professional satisfaction and militancy among Canadian physicians." Journal of Organizational Behavior 14, no. 5 (September 1993): 459–72. http://dx.doi.org/10.1002/job.4030140507.

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Iglesias, Marta Elena Losa, and Ricardo Becerro de Bengoa Vallejo. "Musculoskeletal Pain, Job Satisfaction, Depression, and Anxiety Among Spanish Podiatric Physicians." Journal of the American Podiatric Medical Association 104, no. 2 (March 1, 2014): 191–97. http://dx.doi.org/10.7547/0003-0538-104.2.191.

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Background There is a high prevalence of musculoskeletal complaints related to day-to-day work among podiatric physicians. We sought to determine the relationships among musculoskeletal pain, job satisfaction, depression, and anxiety in Spanish podiatric physicians. Methods A convenience sample of 421 Spanish podiatric physicians was administered a survey that included questions about sociodemographic variables, musculoskeletal pain, job satisfaction, depression, and anxiety. Results On average, respondents were found to have a high level of pain, a moderate level of job satisfaction, and low-to-moderate levels of depression and anxiety. Young single women had the highest levels of pain and anxiety. Analysis with the Student t test indicated significant differences between the sexes for levels of pain (P < .0001) and anxiety (P < .014). Job satisfaction was inversely related to depression and anxiety. Conclusions These findings, particularly the increased levels of pain, job dissatisfaction, anxiety, and depression in young single female podiatrists, indicate a need for strategies to reduce the risks posed by the work environment in podiatric medicine, thus minimizing the negative psychological and physical consequences of participating in the profession.

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Bell, Darrel J., Jay Bringman, Andrew Bush, and Owen P. Phillips. "Job satisfaction among obstetrician-gynecologists: A comparison between private practice physicians and academic physicians." American Journal of Obstetrics and Gynecology 195, no. 5 (November 2006): 1474–78. http://dx.doi.org/10.1016/j.ajog.2006.05.039.

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Werdecker, Lena, and Tobias Esch. "Burnout, satisfaction and happiness among German general practitioners (GPs): A cross-sectional survey on health resources and stressors." PLOS ONE 16, no. 6 (June 18, 2021): e0253447. http://dx.doi.org/10.1371/journal.pone.0253447.

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Well-being is a major issue among health care professionals, especially physicians. Less job satisfaction and impaired health can have an impact on health care quality. Our aim was to examine the association of stressors (illegitimate tasks) and health related resources (work-related sense of coherence; recovery experience) with life satisfaction, happiness, job satisfaction and burnout among German general practitioners (GPs). We conducted a cross-sectional survey among general medical practices in Germany. Main outcome measures were life satisfaction, happiness (Subjective Happiness Scale), job satisfaction (Work Satisfaction Scale) and burnout (Copenhagen Burnout Inventory). 548 GPs from across Germany participated (53.6% males, 45.6% females; mostly representative of German GPs). One third (35.2%) of the participants reported a high prevalence of personal, and one quarter (26.5%) indicated a high prevalence of work-related burnout symptoms. Illegitimate tasks are negatively associated with life and job satisfaction and are positively associated with personal, work-related and patient-related burnout among GPs. Work-SoC and recovery experience are positively associated with life satisfaction, happiness, and job satisfaction and are negatively associated with personal, work-related and patient-related burnout. Female physicians have a higher job satisfaction than male physicians. Being female and working as an employed physician is associated with a higher prevalence of personal burnout symptoms. GPs working in a group practice are happier and more satisfied with their job than GPs in single practices. Personal, work-related and patient-related burnout symptoms are stronger in GPs working in a single practice than in GPs in group practices. Our results highlight that Work-SoC, recovery experience and illegitimate tasks are important for creating work-related well-being among GPs. Introducing health promotion activities which aim to strengthen recovery experience and Work-SoC, as well as interventions to restructure tasks, may increase life satisfaction, happiness, and job satisfaction and reduce burnout symptoms in this health care profession.

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Jones, Christine D., George M. Holmes, Sarah E. Lewis, Kristie W. Thompson, Samuel Cykert, and Darren A. DeWalt. "Satisfaction with electronic health records is associated with job satisfaction among primary care physicians." Informatics in Primary Care 21, no. 1 (December 10, 2013): 18. http://dx.doi.org/10.14236/jhi.v21i1.27.

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Zhang, Chunyu, and Yuanli Liu. "Effect of Night-Clinic Closure on Physicians’ Workload and Satisfaction." Journal of Preventive Medicine And Care 2, no. 3 (October 17, 2018): 1–9. http://dx.doi.org/10.14302/issn.2474-3585.jpmc-18-2405.

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Excessive overtime work, which is a serious problem among Chinese physicians, is the primary reason for night clinic closure policies. The aim of this study was to evaluate the effects of such policies on physicians’ workload and satisfaction. Physicians at the hospital, which closed its night clinic in 2017, were selected as the intervention group, and those at another hospital, which still operates a night clinic, were chosen as the control group. In total, 829 participating physicians self-reported their characteristics and responded to questions on three effect indicators: weekly hours worked, work–family balance, and job satisfaction; the index years were for 2016 and 2017. A pre–post-with-control-group study design and the difference-in-difference (DID) methodology were employed to evaluate the effect of night clinic closure. After adjusting for physicians’ characteristics, the effect of all variables, except hours worked per week, on work–family balance and job satisfaction remained significant. Although the adjusted effect on hours worked per week was not significant, our results suggest that minor policy changes that reduce the workload of physicians may nonetheless benefit this group. However, as the satisfaction scores remained low, other policies should be implemented to relieve the workload and improve satisfaction among physicians.

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del Carmen García-Peña, MA, Isabel Reyes-Lagunes, Sandra Reyes-Frausto, Sofía Vtlla-Contreras, Vita Libreros-Bango, and Onofre Muñoz Hernãndez. "Development and Validation of An Inventory for Measuring Job Satisfaction among Family Physicians." Psychological Reports 79, no. 1 (August 1996): 291–301. http://dx.doi.org/10.2466/pr0.1996.79.1.291.

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The aim was to develop and validate a measure of job satisfaction among family physicians. The construct of job satisfaction was developed theoretically, then the semantic network technique was used for the construction of the items. 80 semantic differential items in a random order were related by nine physicians. Four dimensions integrated the construct: “job satisfaction,” “health institution where I work,” “my patients,” and “myself as a doctor.” The average Cronbach alpha was .81. In the factor analysis, four factors were obtained in each dimension except that of “my patients,” for which two were obtained. These factors accounted for at least 44% of the construct developed. The semantic network technique may be useful.

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Ožvačić Adžić, Zlata, Milica Katić, Josipa Kern, Jean Karl Soler, Venija Cerovečki, and Ozren Polašek. "Is Burnout in Family Physicians in Croatia Related to Interpersonal Quality of Care?" Archives of Industrial Hygiene and Toxicology 64, no. 2 (June 1, 2013): 255–64. http://dx.doi.org/10.2478/10004-1254-64-2013-2307.

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The impact of physician burnout on the quality of patient care is unclear. This cross-sectional study aimed to investigate the prevalence of burnout in family physicians in Croatia and its association with physician and practice characteristics, and patient enablement as a consultation outcome measure.Hundred and twenty-five out of 350 family physicians responded to our invitation to participate in the study. They were asked to collect data from 50 consecutive consultations with their adult patients who had to provide information on patient enablement (Patient Enablement Instrument). Physicians themselves provided their demographic and professional data, including workload, job satisfaction, consultation length, and burnout [Maslach Burnout Inventory - Human Services Survey (MBI-HSS )]. MBI-HSS scores were analysed in three dimensions: emotional exhaustion (EE), depersonalisation (DP), and personal accomplishment (PA).Of the responding physicians, 42.4 % scored high for EE burnout, 16.0 % for DP, and 15.2 % for PA. Multiple regression analysis showed that low job satisfaction and more patients per day predicted high EE scores. Low job satisfaction, working more years at a current workplace, and younger age predicted high DP scores. Lack of engagement in education and academic work, shorter consultations, and working more years at current workplace predicted low PA scores, respectively (P<0.05 for each).Burnout is common among family physicians in Croatia yet burnout in our physicians was not associated with patient enablement, suggesting that it did not affect the quality of interpersonal care. Job satisfaction, participation in educational or academic activities and sufficient consultation time seem to reduce the likelihood of burnout.

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Ali Jadoo, Saad Ahmed, Perihan Torun, Ilker Dastan, and Mustafa Ali Mustafa Al-Samarrai. "Impact of conflict related and workplace related violence on job satisfaction among physicians from Iraq - a descriptive cross-sectional multicentre study." Journal of Ideas in Health 1, no. 1 (May 25, 2018): 14–22. http://dx.doi.org/10.47108/jidhealth.vol1.iss1.4.

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Background: During the last decade, the events of violence against healthcare providers have been escalated, especially in the areas of conflicts. This study aimed to test the impact of conflict-related and workplace-related violence on job satisfaction among Iraqi physicians. Methods: A cross-sectional study with a self-administered survey was conducted among medical doctors in Iraq from January to June 2014. Participants (n=535, 81.1% response rate) were selected at random from 20 large general and district hospitals using a multistage sampling technique. Results: The mean (+SD) value on the total job satisfaction score was 42.26 (+14.63). The majority of respondents (67.3%) experienced unsafe medical practice; however, the conflict- related violence showed no significant difference in job satisfaction scores. In backward regression analysis, two socio-demographic variables (age, gender), and three work-related variables (being a specialist, working less than 40 hours per week, working in both government and private sector) were positively related to job satisfaction, while the workplace violence variables were negatively related. It was found that increases in physical attack, verbal abuse, bullying, and racial harassment brought about decreases in job satisfaction scores of 6,087, 3.014, 9,107, and 4,242, respectively. Conclusion: Our results suggest that work-related variables and workplace violence do affect job satisfaction. Specifically, when physicians have been physically attacked, verbally abused, bullied, and racially harassed, their job satisfaction decreases significantly.

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Olsen, Espen, and Aslaug Mikkelsen. "Development and Investigation of a New Model Explaining Job Performance and Uncertainty among Nurses and Physicians." International Journal of Environmental Research and Public Health 18, no. 1 (December 28, 2020): 164. http://dx.doi.org/10.3390/ijerph18010164.

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The purpose of this paper is to develop and investigate a new theoretical model explaining variance in job performance and uncertainty among nurses and physicians. The study adopted a cross-sectional survey. Data was collected from 2946 nurses and 556 physicians employed at four public hospitals in Norway. We analysed data using descriptive statistics, correlations, Cronbach’s alpha, confirmatory factor analyses and structural equation modelling. To explain job performance and uncertainty, two sets of explanatory variables were used: first, satisfactions of three psychological needs—namely autonomy, social support and competence development—and second, employee perceptions of hospital management quality (HMQ) and local leadership quality (LLQ). The results supported the theoretical model among nurses and physicians; (1) HMQ was positively associated with LLQ; (2) LLQ was positively associated with psychological needs; (3) the majority of psychological needs were positively associated with job performance and negatively associated with uncertainty, but more of these relations were significant among nurses than physicians. The results suggest that job performance and uncertainty among nurses and physicians can be improved by helping personnel meet their psychological needs. Improving job design and staff involvement will be important to strengthen need satisfaction. Results suggest enhancement of HMQ and LLQ will be positively related to need satisfaction among nurses and physicians and will strengthen job performance and reduce uncertainty.

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Journal articles on the topic 'Physicians – Job satisfaction – Lesotho'

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