Journal articles: 'Professional (in)satisfaction'

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Kaufman, Hali J. "Professional satisfaction." Journal of the American Dental Association 118, no. 2 (1989): 144. http://dx.doi.org/10.14219/jada.archive.1989.0221.

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Mufitha, Mohamed Buhari, Su Teng Lee, and Chen Chen Yong. "Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?" ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 1 (2019): 124. http://dx.doi.org/10.24191/abrij.v5i1.9998.

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Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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Wolfgang, Carla F. "Renewing professional satisfaction." American Journal of Health-System Pharmacy 51, no. 3 (1994): 312. http://dx.doi.org/10.1093/ajhp/51.3.312.

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Saccone, Patricia, and James Steiger. "Audiologists' Professional Satisfaction." American Journal of Audiology 21, no. 2 (2012): 140–48. http://dx.doi.org/10.1044/1059-0889(2012/12-0005).

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Kuburovic, Nina, Velimir Dedic, Slavisa Djuricic, and Vladimir Kuburovic. "Determinants of job satisfaction of healthcare professionals in public hospitals in Belgrade, Serbia - cross-sectional analysis." Srpski arhiv za celokupno lekarstvo 144, no. 3-4 (2016): 165–73. http://dx.doi.org/10.2298/sarh1604165k.

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Introduction. The quality of health care significantly depends on the satisfaction of the employees. Objective. The objective of this study was to establish the level of professional satisfaction of healthcare professionals in state hospitals in Belgrade, Serbia, and to determine and to rank the factors which impact on their satisfaction or dissatisfaction. Method. Professional satisfaction survey was designed and conducted as a cross-sectional study in 2008. Completed questionnaires were returned by 6,595 healthcare professionals from Belgrade?s hospitals. Statistical analysis was performed using the Student?s t-test, ?2 test and ANOVA. Factor analysis was applied in order to define determinants of professional satisfaction, i.e. dissatisfaction. Results. This study showed that the degree of professional satisfaction of Serbian healthcare professionals was low. The main causes of professionals? dissatisfaction were wages, equipment, the possibility of continuous medical education/training and the opportunities for professional development. Healthcare professionals with university education were more satisfied with all the individual aspects of job satisfaction than those with secondary school and college education. Conclusion. There were significantly more healthcare professionals satisfied with their job among males, older than 60 years, in the age group 50-59 years, with managerial function, and with 30 or more years of service. Development strategy of human resources in the Serbian health care system would significantly improve the professional satisfaction and quality of the provided health care.

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REAMES, HAROLD R., and DAVID C. DUNSTONE. "Professional Satisfaction of Physicians." Survey of Anesthesiology 34, no. 2 (1990): 121???122. http://dx.doi.org/10.1097/00132586-199004000-00061.

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Reames, Harold R. "Professional Satisfaction of Physicians." Archives of Internal Medicine 149, no. 9 (1989): 1951. http://dx.doi.org/10.1001/archinte.1989.00390090033007.

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Reames, H. R. "Professional satisfaction of physicians." Archives of Internal Medicine 149, no. 9 (1989): 1951–56. http://dx.doi.org/10.1001/archinte.149.9.1951.

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Grujičić, Maja, and Budimka Novaković. "Professional satisfaction of nurses." Sestrinska rec 21, no. 75 (2017): 10–14. http://dx.doi.org/10.5937/sestrec1774010g.

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Buhari, Mufitha Mohamed, Chen Chen Yong, and Su Teng Lee. "I Am More Committed to My Profession Than to My Organization." International Journal of Human Capital and Information Technology Professionals 11, no. 3 (2020): 37–58. http://dx.doi.org/10.4018/ijhcitp.2020070103.

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Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.

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Olsen, Deborah, Sue A. Maple, and Frances K. Stage. "Women and Minority Faculty Job Satisfaction: Professional Role Interests, Professional Satisfactions, and Institutional Fit." Journal of Higher Education 66, no. 3 (1995): 267. http://dx.doi.org/10.2307/2943892.

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Gedvilienė, Genutė, and Rasa Didžiulienė. "The Interaction between Teachers’ Professional Burnout and Professional Satisfaction." Pedagogika 137, no. 1 (2020): 66–82. http://dx.doi.org/10.15823/p.2020.137.4.

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The world is facing with requirements, which are changing the way people and the environment interact, changing needs, and long-term challenges. School is no exception, where endless reforms cause a great deal of chaos that teachers, students, and their parents are tired of. The article discusses the extent to which professional burnout is expressed in Lithuanian teachers ’community as a whole, and its relation to teachers’ professional satisfaction. The aim of the research is to reveal the interaction between burnout and professional satisfaction of Lithuanian teachers in order to increase their professional satisfaction. The analysis of scientific literature was selected due to the theoretical explanation of the research problem. The quantitative research method was selected due to empirical research. The indicators on the questionnaire scales providedan opportunity to determine the links between Lithuanian teachers’ professional burnout and professional satisfaction according to different structural stress dimensions. Statistical analyses were performed using the Statistical Package for the Social Sciences (SPSS 23) for Windows. The survey included 398 teachers (a representative sample of the study was 381 respondents). The main results. Based on the results of theoretical and empirical research, the main factors influencing the interaction between professional burnout and professional satisfaction were identified. A significant negative interaction between professional satisfaction and professional burnout was also confirmed.

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Kolovou, Agapi. "Comparative study of the professional satisfaction of employees working in welfare institutions using three different questionnaires." Hellenic Journal of Nursing Science 13, no. 3 (2020): 20–28. http://dx.doi.org/10.24283/hjns.202034.

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Introduction: Occupational satisfaction expresses the pleasant or positive satisfaction that comes from the person’s perception for its occupation or work experience. It is customary for professional satisfaction to be assessed mainly using questionnaires. Unfortunately, so far, none has been used in welfare professionals. Aim: The aim of this paper is to study three different questionnaires which assess professional satisfaction, and to draw conclusions regarding their use in assessing the professional satisfaction of employees working in welfare structures. Methodology: In the present comparative study three questionnaires were used: 1.Job Satisfaction Survey (JSS), 2.Minnesota Satisfaction Questionnaire (MSQ) and 3. Greek Nurses’ Job Satisfaction Scale (GNJSS) in assessing the professional satisfaction of 84 employees in welfare institutions in Thessaly region, Greece. The study also evaluated the various satisfaction factors of each questionnaire. For the data processing, the SPSS Statistical Package was used with a statistical significance level of p=0.05. Internal Integrity (Cronbach’s), t-tests, and one-ANOVAs were tested to identify any differences in individual factors. Results: The credibility of internal cohesion (Cronbach’s) was 0.90, 0.34 and 0.86 for the GNJSS, JSS, and MSQ questionnaires, respectively. There were no statistically significant differences in professional satisfaction as to gender, hierarchy, experience and income in the GNJSS and MSQ questionnaires. In contrast, a statistically significant difference (p<0.05) was found in professional satisfaction with educational level in the MSQ. A different degree of significance was also observed for the factors of each questionnaire. Conclusions: In the present study low degree of professional satisfaction of welfare employees was found. The primary factor in detecting the reasons for the low degree of professional satisfaction of welfare employees is, also, the use for the appropriate – anchored and reliable – measuring tool. Bibliographic research reports contradictory conclusions on the reliability and validity of professional satisfaction assessment tools.

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Mărgăriţoiu, Alina, and Simona Eftimie. "Pre-university Teachers’ Professional Satisfaction." Procedia - Social and Behavioral Sciences 78 (May 2013): 110–14. http://dx.doi.org/10.1016/j.sbspro.2013.04.261.

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Chu, Doris C., and Hung-En Sung. "Professional Confidence and Job Satisfaction." International Journal of Offender Therapy and Comparative Criminology 58, no. 8 (2013): 975–92. http://dx.doi.org/10.1177/0306624x13491388.

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Weisman, Carol S., and Constance A. Nathanson. "Professional Satisfaction and Client Outcomes." Medical Care 23, no. 10 (1985): 1179–92. http://dx.doi.org/10.1097/00005650-198510000-00007.

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Hojat, Mohammadreza, Benjamin Kowitt, Cataldo Doria, and Joseph S. Gonnella. "Career satisfaction and professional accomplishments." Medical Education 44, no. 10 (2010): 969–76. http://dx.doi.org/10.1111/j.1365-2923.2010.03735.x.

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Hays, Ron D., and Ken White. "Professional Satisfaction and Client Outcomes." Medical Care 25, no. 3 (1987): 259–62. http://dx.doi.org/10.1097/00005650-198703000-00010.

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Weisman, Carol S., and Constance A. Nathanson. "Professional Satisfaction and Client Outcomes." Medical Care 25, no. 3 (1987): 263–64. http://dx.doi.org/10.1097/00005650-198703000-00011.

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Gunten, Charles von. "What Gives You Professional Satisfaction?" Journal of Cancer Education 20, no. 2 (2005): 124–25. http://dx.doi.org/10.1207/s15430154jce2002_15.

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Qian, Feng, and Meng Kin Lim. "Professional satisfaction among Singapore physicians." Health Policy 85, no. 3 (2008): 363–71. http://dx.doi.org/10.1016/j.healthpol.2007.09.010.

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Selvakumari, Dr S. "Job Satisfaction of Female IT Professional in Coimbatore District." International Journal of Trend in Scientific Research and Development Volume-2, Issue-4 (2018): 894–96. http://dx.doi.org/10.31142/ijtsrd14119.

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Spalter-Roth, Roberta. "Sociologists in Research, Applied, and Policy Settings: Bringing Professionals in from the Cold." Journal of Applied Social Science 1, no. 2 (2007): 4–18. http://dx.doi.org/10.1177/193672440700100202.

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Historically, U.S. sociologists employed outside the professoriate had lower status and were less likely to be considered professionals than those inside. Academic restructuring may result in a closing of the status gap. This article, based on the responses of 600 PhD sociologists employed in applied, research, and policy positions, focuses on whether historically agreed upon professional characteristics, such as use of specialized knowledge, autonomy, ethical norms, and basic research, are related to overall job satisfaction and satisfaction with economic security. We expected that professional characteristics were significantly related to overall satisfaction, but not to satisfaction with economic security. Our expectations were generally met. Respondents used sociological theories, methods, and concepts to analyze social issues, design interventions, and evaluate solutions. Professional job characteristics result in higher job satisfaction, when other factors are held constant. In contrast, professional characteristics do not significantly increase satisfaction with economic security; rather sector; occupation, and age cohort appear to do so.

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Joshi, Aditi, and Harish Kumar Sahu. "Factors Affecting on Job Satisfaction level and Social Status among Library Professionals in Chhattisgarh." Journal of Ravishankar University (PART-A) 26, no. 1 (2021): 9–16. http://dx.doi.org/10.52228/jrua.2020-26-1-2.

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This paper examined job satisfaction levels among library professionals in Chhattisgarh region based on different affecting factors. This survey study is made up of 69 library Professionals in different 7 districts. The majority of the respondents are female library professionals (53.62%) while the rest are male professionals (46.38%). Among the sample of library professionals, 81.16 % are married and 18.84% are unmarried. A questionnaire was distributed by hand and through the mail for data collection and analyzed using excel. Job satisfaction is a very essential aspect that is often evaluated by organizations. The way of measurement is the use of an evaluation scale where librarians report their opinion to their jobs. Questions are connected with Nature of work Professional status, social status, motivation, Management support, and professional development. As a result of a study by calculation of mean; most of the library professionals are dissatisfied with their nature of work but moderately satisfy with Professional status, motivation and human resources. High social status affects their satisfaction level.

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Xiao, Yuyin, Minye Dong, Chenshu Shi, et al. "Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai." PLOS ONE 16, no. 4 (2021): e0250693. http://dx.doi.org/10.1371/journal.pone.0250693.

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Objectives Using the person-environment (PE) fit theory, this study aims to explore factors affecting medical professionals’ job satisfaction, turnover intention, and professional efficacy, and to examine individual characters associated with PE fit. Design and methods This study used data from the sixth National Health Service Survey conducted in 2018, with a focus on job outcomes among medical professionals in Shanghai. The reliability and validity of the tools for measuring PE and job outcomes were calculated. A structural equation model was used to examine the relationship among person-job (PJ) fit and person-group (PG) fit, job satisfaction, turnover intention, and professional efficacy. Finally, a hierarchical regression model was used to analyze the association between demographic variables and the PJ and PG fit. Results PG fit was directly and positively associated with job satisfaction and professional efficacy. PJ fit had a direct and positive association with job satisfaction but had a direct and negative association with turnover intention. The indirect association of PJ fit with turnover intention was statistically significant. The results from the hierarchical regression analysis showed that younger physicians generally had a lower level of PJ fit and older physicians with higher education tended to have a lower level of PG fit. Conclusions Medical professionals with higher PJ or PG fit have higher job satisfaction, and those with higher PG fit have higher professional efficacy. The impact of PJ fit on turnover intention was mediated by job satisfaction. Healthcare managers should take actions to effectively promote medical professionals’ PJ and PG fit to improve their retention and efficiency.

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Soratto, Jacks, Silvana Cunha Fernandes, Cyntia Fontanella Martins, Cristiane Damiani Tomasi, Maria Teresa Brasil Zanini, and Hosanna Pattrig Fertonani. "Job satisfaction and dissatisfaction among family health strategy professionals in a small city of Southern Brazil." Revista CEFAC 20, no. 1 (2018): 69–78. http://dx.doi.org/10.1590/1982-0216201820111117.

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ABSTRACT Objective: to identify aspects that generate satisfaction and dissatisfaction among Family Health Strategy professionals working in the city of Cocal do Sul, SC. Methods: a qualitative study, conducted with 15 health professionals of three Family Health Strategy agencies. Data analysis was performed based on content analysis, supported by Atlas.ti software. Results: the results were structured from two macro categories, composed of five subcategories, which added 194 excerpts from 23 codes. The aspects related to satisfaction of the Family Health Strategy professionals were grouped into three subcategories, namely: satisfaction in the identification with the staff and work; satisfaction based on relationships with patients; and, structural work conditions and satisfaction. Within health professional dissatisfaction, two subcategories were created: dissatisfaction related to aspects of health management and the relationship between staff and patients, as promoters of dissatisfaction. Conclusion: the factors contributing to satisfaction and dissatisfaction are associated with working conditions and the work relationships established in professional practice.

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Stark, Carrie, Rachelle Vettern, Deb Gebeke, Greg Lardy, and Myron A. Eighmy. "The 4-H Youth Development Professionals Workload Relationship to Job Satisfaction." Journal of Youth Development 7, no. 3 (2012): 22–35. http://dx.doi.org/10.5195/jyd.2012.126.

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A study to determine what job responsibilities Extension 4-H youth development professionals (n=241) chose to spend their work time doing and how the workload related to their job satisfaction and burnout is discussed in this paper. Workload was determined using the 4-H Professional, Research, Knowledge, and Competencies (4-H PRKC). Professionals identified their level of job satisfaction and burnout. Based on the previous research on workload, burnout, and job satisfaction, 4-H youth development professionals are prime candidates for experiencing low job satisfaction and increased burnout, which may lead to professionals leaving the organization early. 4-H youth development professionals reported being satisfied with their job and felt very little burnout. Even with the positive job satisfaction and low burnout, there are strategies shared for each of the 4-H PRKC domains to help 4-H professionals continue to have a high level of job satisfaction and low burnout. Many of the strategies that are shared in this paper are applicable to not only 4-H youth development professionals but to any professional who works in the field of youth development.

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Максим Удод. "ВІДМІННОСТІ ПРОФЕСІЙНО ВАЖЛИВИХ ЯКОСТЕЙ ТА ЇХ ВЗАЄМОЗВ’ЯЗКИ У ФАХІВЦІВ ЕКСТРЕНОЇ МЕДИЧНОЇ ДОПОМОГИ З РІЗНИМИ РІВНЯМИ ПРОФЕСІЙНОЇ КОМПЕТЕНТНОСТІ". International Journal of Innovative Technologies in Social Science, № 2(23) (28 лютого 2020): 25–32. http://dx.doi.org/10.31435/rsglobal_ijitss/28022020/6945.

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   Comparison of emergency medical care and disaster medicine workers groups with different levels of professional aptitude and competency has given a possibility to find out the professionally significant features and acceptable levels of their manifestation.Among the professionally significant features on emotional and will level are indices of rigidity, excitability, activity, stress vulnerability, emotional stability, anxiety and depression inclination, tenseness and frustration vulnerability, emotional exhaustion, purposefulness, assertive and aggressive actions and avoidance in hard life situations. Among the professionally significant features on motivation and value level are indices of live value of rest, social braveness, psychological tact, inclination to mutual interpersonal knowledge and understanding, organizational skills and resilience in interpersonal relationship. Among the professionally significant features on reflection and activity level are indices of moral normativity, self-control, modeling, result checking and flexibility as individual self-regulation styles, depersonalization, professional achievements reduction, satisfaction from creativity in professional activity, satisfaction by work conditions, satisfaction by appreciation of personal contribution to collective professional activity.Satisfaction from professional activity is the important criterion of workers’ professional realization and it can be used as subjective criterion of workers’ professional aptitude.Workers with low level of professional aptitude and competency have difficulties with self-regulation, but they can gain resilience in interpersonal relationship by flexible and conscious adjustment. This aim can be realized by command work and compliance with the rules of professional subordination.  

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Perez, Lilian G., Juliet D. Sheridan, Andrea Y. Nicholls, et al. "Professional and community satisfaction with the Brazilian family health strategy." Revista de Saúde Pública 47, no. 2 (2013): 403–13. http://dx.doi.org/10.1590/s0034-8910.2013047003868.

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OBJECTIVE: To analyze the strengths and limitations of the Family Health Strategy from the perspective of health care professionals and the community. METHODS: Between June-August 2009, in the city of Vespasiano, Minas Gerais State, Southeastern Brazil, a questionnaire was used to evaluate the Family Health Strategy (ESF) with 77 healthcare professionals and 293 caregivers of children under five. Health care professional training, community access to health care, communication with patients and delivery of health education and pediatric care were the main points of interest in the evaluation. Logistic regression analysis was used to obtain odds ratios and 95% confidence intervals as well as to assess the statistical significance of the variables studied. RESULTS: The majority of health care professionals reported their program training was insufficient in quantity, content and method of delivery. Caregivers and professionals identified similar weaknesses (services not accessible to the community, lack of healthcare professionals, poor training for professionals) and strengths (community health worker-patient communications, provision of educational information, and pediatric care). Recommendations for improvement included: more doctors and specialists, more and better training, and scheduling improvements. Caregiver satisfaction with the ESF was found to be related to perceived benefits such as community health agent household visits (OR 5.8, 95%CI 2.8;12.1), good professional-patient relationships (OR 4.8, 95%CI 2.5;9.3), and family-focused health (OR 4.1, 95%CI 1.6;10.2); and perceived problems such as lack of personnel (OR 0.3, 95%CI 0.2;0.6), difficulty with access (OR 0.2, 95%CI 0.1;0.4), and poor quality of care (OR 0.3, 95%CI 0.1;0.6). Overall, 62% of caregivers reported being generally satisfied with the ESF services. CONCLUSIONS: Identifying the limitations and strengths of the Family Health Strategy from the healthcare professional and caregiver perspective may serve to advance primary community healthcare in Brazil.

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Baerlocher, M. O. "Happy doctors? Satisfaction with professional life." Canadian Medical Association Journal 174, no. 8 (2006): 1079. http://dx.doi.org/10.1503/cmaj.051405.

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Crossley, Kent. "Professional Satisfaction among U.S. Healthcare Chaplains." Journal of Pastoral Care & Counseling: Advancing theory and professional practice through scholarly and reflective publications 56, no. 1 (2002): 21–27. http://dx.doi.org/10.1177/154230500205600104.

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Crane, F. G. "Consumer satisfaction/dissatisfaction with professional services." Services Marketing Quarterly 7, no. 2 (1991): 19–25. http://dx.doi.org/10.1080/15332969.1991.9985010.

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Shugars, DA, MR DiMatteo, RD Hays, S. Cretin, and JD Johnson. "Professional satisfaction among California general dentists." Journal of Dental Education 54, no. 11 (1990): 661–69. http://dx.doi.org/10.1002/j.0022-0337.1990.54.11.tb02479.x.

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End, Adelheid. "Professional Satisfaction of Women in Surgery." Archives of Surgery 139, no. 11 (2004): 1208. http://dx.doi.org/10.1001/archsurg.139.11.1208.

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Crane, F. "Consumer Satisfaction/Dissatisfaction with Professional Services." Journal of Professional Services Marketing 7, no. 2 (1991): 19–25. http://dx.doi.org/10.1300/j090v07n02_03.

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Derasari, M., S. Mohamed, and J. P. Ros Carretero. "Survey of Professional Satisfaction among Anesthesiologists." Anesthesiology 81, SUPPLEMENT (1994): A1313. http://dx.doi.org/10.1097/00000542-199409001-01312.

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Tetsov, Liis, Natalie Gurvitš-Suits, and Jiří Strouhal. "Job Satisfaction of Estonian Professional Accountants." International Advances in Economic Research 27, no. 1 (2021): 79–81. http://dx.doi.org/10.1007/s11294-021-09819-2.

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Alqudsi-ghabra, Taghreed, and Huda H. Mansouri. "Staff Motivation at Kuwait University Libraries." Journal of Information & Knowledge Management 09, no. 04 (2010): 355–63. http://dx.doi.org/10.1142/s0219649210002735.

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Motivation is a force that leads people to act or perform. Motivating staff is a key element in making workers productive. It has the potential to increase incentive, put staff members at ease, and derive some satisfaction from their jobs. Factors that motivate staff vary across the professional, para-professional, and non-professional levels. The research here is a study of motivation techniques used by managers of Kuwait University libraries to improve employees' job satisfaction levels. In the process, it examines techniques and issues that motivate library staff and how these differ among professionals and non-professionals. It appears that high productivity depends on the level of library workers.

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Passadouro, Rui, and Pedro Lopes Ferreira. "Satisfação Profissional nas Unidades de Saúde Familiar da Região Centro." Acta Médica Portuguesa 29, no. 11 (2016): 716. http://dx.doi.org/10.20344/amp.7380.

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Introduction: Job satisfaction, as an organizational climate indicator, is a complex and subjective phenomenon. It is prone to individual variation, social settings and suitable to multiple explanatory theories. It can impact productivity and absenteeism, predict well-being, and it is associated with mental health, self-esteem and perception of physical health. It is comprised as one of the National Health Service evaluation criteria. This study aimed to assess the level of job satisfaction in family health units of Central Region of the country.Material and Methods: This was an observational, cross-sectional study with a descriptive analysis model and a correlational component. The Centro de Estudos e Investigação em Saúde da Universidade de Coimbra’s Professional Satisfaction Assessment Instrument was selected as data collection instrument. Among a universe of 809 health professionals, a total of 774 professionals participated in this study population.Results: The observed response rate was 66.4% at the Professional Satisfaction Assessment Instrument, corresponding to 514 professionals. Eighty two per cent of the respondents were female and 18% male. From the total subjects, 64.8% worked in model A units and the remaining 35.2% in model B units. Regarding professional categories, 34.2% were nurses, 39.8% were doctors and 26.0% clinical secretaries. The global level of satisfaction was 71.5% being 67.4% with the quality of the work setting, 78.3% with the quality of the care provided and 80.7% with the continuous improvement of quality.Discussion: The sample was predominantly composed by female subjects (82%), in line with current gender distribution of professionals. Found levels of job satisfaction (71.5%) were 5.4% lower than previously recorded in 2009.Conclusion: We recommend systematic evaluation of job satisfaction in contracting regimens, similarly to user satisfaction.

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Li, Wendy Wen, and Guojun Xie. "Personality and job satisfaction among Chinese health practitioners: The mediating role of professional quality of life." Health Psychology Open 7, no. 2 (2020): 205510292096505. http://dx.doi.org/10.1177/2055102920965053.

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This study aims to explore mediating effects of professional quality of life on the relationship between big-five personality traits and job satisfaction in a Chinese healthcare setting. A total of 1620 Chinese healthcare professionals were recruited to participate in a randomised cross-sectional survey. The results suggest that professional quality of life transmitted the effect of personality to job satisfaction. Specifically, compassion satisfaction and burnout mediated the positive effect of extraversion, agreeableness, conscientiousness, and openness upon job satisfaction; as well as mediated negative effects of neuroticism upon job satisfaction. Secondary traumatic stress mediated the positive effect of extraversion upon job satisfaction. The paper also discusses the cultural factors contributing to the mediating effects and implications offered by the study at the macro, messo, and micro levels.

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Portero de la Cruz, Silvia, and Manuel Vaquero Abellán. "Professional burnout, stress and job satisfaction of nursing staff at a university hospital." Revista Latino-Americana de Enfermagem 23, no. 3 (2015): 543–52. http://dx.doi.org/10.1590/0104-1169.0284.2586.

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OBJECTIVES: to describe the social and work characteristics of the nursing staff at a tertiary hospital in the Public Health Service of Andalucía, to assess the degree of professional professional burnout and job satisfaction of those professionals and to study the possible relation between the professional burnout variables and the stress and job satisfaction levels on the one hand and social and employment variables on the other.METHOD: descriptive and cross-sectional study in a sample of 258 baccalaureate and auxiliary nurses. As research instruments, an original and specific questionnaire was used to collect social and employment variables, the Maslach Burnout Inventory, the Nursing Stress Scale and the Font-Roja questionnaire. Descriptive, inferential statistics and multivariate analysis were applied.RESULTS: average scores were found for professional stress and satisfaction, corresponding to 44,23 and 65,46 points, respectively. As regards professional burnout, an average score was found on the emotional exhaustion subscale; a high score for depersonalization and a low score for professional accomplishment. Studies are needed to identify the scores on these subscales in health organizations and to produce knowledge on their interrelations.

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Santos, Joana, and Gabriela Gonçalves. "Organizational Culture and Perceived Organizational Support: The impact on Professional Satisfaction." Global Journal For Research Analysis 3, no. 1 (2012): 33–37. http://dx.doi.org/10.15373/22778160/january2014/30.

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McGLYNN, KAREN, MARY QUINN GRIFFIN, MOREEN DONAHUE, and JOYCE J. FITZPATRICK. "Registered nurse job satisfaction and satisfaction with the professional practice model." Journal of Nursing Management 20, no. 2 (2012): 260–65. http://dx.doi.org/10.1111/j.1365-2834.2011.01351.x.

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Haas, Jennifer S., E. Francis Cook, Ann Louise Puopolo, Helen R. Burstin, Paul D. Cleary, and Troyen A. Brennan. "Is the professional satisfaction of general internists associated with patient satisfaction?" Journal of General Internal Medicine 15, no. 2 (2000): 122–28. http://dx.doi.org/10.1046/j.1525-1497.2000.02219.x.

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Sokolov, N. Ya. "Lawyers about job satisfaction." Lex Russica, no. 1 (January 1, 2019): 9–19. http://dx.doi.org/10.17803/1729-5920.2019.146.1.009-019.

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The solution of the problems associated with the rule of law state formation and improvement of the mechanism of the legal regulation depends mainly on lawyers as a social and professional group. Hence, the need for a thorough study of lawyers’ professional activities and the problems they face in their daily work appears. Also, it is necessary to have a clear understanding of whether the lawyers are satisfied with their work. Thus, the results of the author’s sociological study of the lawyers’ professional culture can be used to evaluate their satisfaction with the work they carry out.According to the data presented in the article, the lawyers’ assessment of the degree of their satisfaction with their work in general is quite contradicting. More than half of the respondents consider themselves not quite satisfied with their jobs. The lawyers’ job satisfaction is significantly affected by their professional specialization, work experience, age, and gender. This is confirmed by the data presented in the article. The author emphasizes the need for further in-depth and comprehensive study of the problem under consideration using the resources of sociology.

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Rudaleva, Irina A., Irina A. Kabasheva, and Elvina Kovaleva. "Factors Satisfaction Assessment of Teachers Professional Activity." Procedia - Social and Behavioral Sciences 152 (October 2014): 1114–20. http://dx.doi.org/10.1016/j.sbspro.2014.09.284.

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Bentea, Cristina–Corina, and Valerica Anghelache. "Teachers’ motivation and satisfaction for professional activity." Procedia - Social and Behavioral Sciences 33 (2012): 563–67. http://dx.doi.org/10.1016/j.sbspro.2012.01.184.

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Mihaela, Păişi Lăzărescu. "Psychological Variables to Professional Satisfaction for Teachers." Procedia - Social and Behavioral Sciences 127 (April 2014): 807–11. http://dx.doi.org/10.1016/j.sbspro.2014.03.359.

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McClure, Lynne D., and Irene J. Check. "Continuing Education Improves Professional Satisfaction and Productivity." Laboratory Medicine 22, no. 9 (1991): 644–46. http://dx.doi.org/10.1093/labmed/22.9.644.

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Lee, Jieun. "Professional interpreters’ job satisfaction and relevant factors." Translation and Interpreting Studies 12, no. 3 (2017): 427–48. http://dx.doi.org/10.1075/tis.12.3.04lee.

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Abstract A study of the job satisfaction of professional interpreters may cast light on the current state of the profession and its prospects. Through a questionnaire-based survey of 150 professional interpreters in South Korea, this study examines various factors contributing to the job satisfaction of professional interpreters, including individual characteristics and job characteristics. Statistically significant correlations were confirmed between job satisfaction and marital status, the length of the interpreting career, average weekly working hours, and the dominant employment type of the respondents. While the respondents overwhelmingly chose income as the most important factor that determines their satisfaction, a multiple regression analysis revealed that job security was the most important factor, which was in turn strongly correlated with social recognition. This case study provides an analysis of the status quo of the profession in South Korea and has implications for the industry and for interpreter training.

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Journal articles on the topic 'Professional (in)satisfaction'

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