Articles de revues : « Job satisfaction Australia »

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Hosseini, M. Reza, Nicholas Chileshe, and George Zillante. "Investigating the Factors Associated with Job Satisfaction of Construction Workers in South Australia." Construction Economics and Building 14, no. 3 (September 13, 2014): 1–17. http://dx.doi.org/10.5130/ajceb.v14i3.4154.

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The purpose of this paper is twofold. Firstly, its aim is to ascertain the major aspects of job satisfaction for South Australian construction workers including the main ramifications of job satisfaction in the working environment. Secondly, it investigates the influence of key age-related factors i.e. chronological age, organisational age and length of service on major aspects of job satisfaction. The collected data for this study comprised 72 questionnaires completed by construction practitioners working at operational levels in the South Australian construction industry. Based on the responses from the target group, this study deduced that job dissatisfaction was predominantly related to the adverse impact on personal health and quality of life. In addition, indifference and the perception of dejection in the workplace are the main consequences of low levels of job satisfaction. Inferential analyses revealed that none of the age-related factors could significantly affect the major aspects of job satisfaction of construction workers in the South Australian context. The study concludes with providing practical suggestions for redesigning human resources practices for increasing the level of job satisfaction within the South Australian construction industry.Keywords: Job satisfaction, workers, age, construction industry, South Australia

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Kifle, T., P. Kler, and S. Shankar. "Immigrant job satisfaction: the Australian experience." International Journal of Manpower 37, no. 1 (April 4, 2016): 99–114. http://dx.doi.org/10.1108/ijm-02-2014-0053.

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Purpose – The purpose of this paper is to study the level of job satisfaction among Australian immigrants relative to the native-born over time as a measure of their labour market assimilation. Design/methodology/approach – Using the Household, Income and Labour Dynamics in Australia panel data set, six measures of job satisfaction are tested using the random effects Generalised Least Squares method with a Mundlak correction. Labour market assimilation is defined by “years since arrival” and also via cohort effects. Findings – The authors find statistical evidence of general job dissatisfaction amongst immigrants in Australia relative to the native-born, driven mainly by non-English Speaking Background (NESB) immigrants, though this dissipates for long-term immigrants, irrespective of English Speaking Background (ESB) or NESB status. Econometric results strengthen these results though improvements over time are only strongly evident for NESB immigrants, whilst results for ESB immigrants remain mixed, and is dependent on the definition of “assimilation”. Originality/value – This paper extends the immigrant labour market assimilation literature by introducing job satisfaction as a measure of assimilation.

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Hosking, Karin, and James Athanasou. "A study of Unskilled Workers in Australia." Australian Journal of Career Development 6, no. 2 (July 1997): 21–25. http://dx.doi.org/10.1177/103841629700600207.

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Many researchers have expected that there should be a significant and positive relationship between interests and job satisfaction. Yet an examination of 32 previous studies involving more than 15,000 subjects showed an overall correlation of only 0.15 between congruence and job satisfaction. Moreover, there has been a preoccupation with professional careers and only one previous study considered unskilled workers. This article describes an Australian study that used structured interviews and questionnaires to assess unskilled and skilled workers’ interests and satisfaction. There was little evidence of a relationship. Other job components -such as coworkers, pay, conditions, closeness to home and expectations - may be more important in determining workers’ satisfaction than whether or not their interests are congruent with their jobs.

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Jones, M., K. Mavromaras, P. Sloane, and Z. Wei. "Disability, job mismatch, earnings and job satisfaction in Australia." Cambridge Journal of Economics 38, no. 5 (May 5, 2014): 1221–46. http://dx.doi.org/10.1093/cje/beu014.

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Almeida, Shamika, Mario Fernando, Albert Munoz, and Susan Cartwright. "Retaining health carers: the role of personal and organisation job resources." Journal of Organizational Effectiveness: People and Performance 6, no. 2 (June 3, 2019): 98–113. http://dx.doi.org/10.1108/joepp-06-2018-0036.

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Purpose The purpose of this paper is to identify key personal and organisational resources that influence the engagement, well-being and job satisfaction of healthcare professionals working in Australia. Design/methodology/approach Using the job demands–resources model, this study investigates how employee resources and organisation resources influence engagement, well-being and job satisfaction of health professionals in Australian hospitals. The authors collected survey data from a sample of healthcare professionals (n=217) working in three hospitals in New South Wales, Australia. Findings The results confirm the importance of the emotional health of employees on their well-being. The results concur with existing research that employees with higher levels of emotional health have more positive emotional and social interactions, and thus exhibit higher levels of well-being at work. The study also uncovers certain aspects of emotional health that can influence a range of employee outcomes. Practical implications The findings link human resource management practices to unique motivators of healthcare professionals which, in turn, are likely to improve engagement, well-being and job satisfaction. Originality/value The study highlights specific resources that support greater levels of well-being, engagement and job satisfaction in Australian hospitals.

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Hegney, Desley, and Alexandra McCarthy. "Job Satisfaction and Nurses in Rural Australia." JONA: The Journal of Nursing Administration 30, no. 7/8 (July 2000): 347–50. http://dx.doi.org/10.1097/00005110-200007000-00007.

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Diggens, Justine, and Therese Chesson. "Do factors of emotion-focussed patient care and communication impact job stress, satisfaction and burnout in radiation therapists?" Journal of Radiotherapy in Practice 13, no. 1 (April 22, 2013): 4–17. http://dx.doi.org/10.1017/s146039691300006x.

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AbstractObjectivesTo investigate levels and sources of job stress, job satisfaction and burnout experienced by radiation therapists (RTs) in an Australian cancer hospital, and determine the factors of emotion-focussed patient care and communication that contribute to RTs’ stress and burnout.MethodsOne hundred and thirteen RTs working in a dedicated cancer hospital in Australia completed a self-report questionnaire.ResultsTwelve percent of RTs reported job stress while 73·5% reported job satisfaction in their current work roles. Up to 19% of RTs experienced burnout as measured on the Maslach Burnout Inventory scales. Emotion-focussed care and communication with patients was found to have links with job stress and burnout, but also with job reward and satisfaction. A range of organisational, personal and support factors were associated with RTs’ experiences, including training and confidence in emotion-focussed patient communication.ConclusionEmotion-focussed care and patient communication contributes to both job stress and burnout, as well as job satisfaction. RTs’ experience of job stress, satisfaction or burnout are likely to vary according to a range of personal, demographic and organisational factors.

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Zeffane, R. "Job Satisfaction and Work Redesign: Findings From Australia." International Journal of Comparative Sociology 35, no. 1-2 (January 1, 1994): 137–41. http://dx.doi.org/10.1177/002071529403500108.

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Annakis, John, Tony Lobo, and Soma Pillay. "Exploring predictors of job satisfaction in call centres – The case of Australia." Corporate Ownership and Control 8, no. 3 (2011): 376–95. http://dx.doi.org/10.22495/cocv8i3c3p3.

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In this paper we examine predictors of job satisfaction within the call centre industry. Using a qualitative methodology, we investigate the nature and extent of job satisfaction of customer service representatives in two large Australian call centres. The findings from the study confirm that monitoring, personal privacy and flexibility correlate to workers’ wellbeing and job satisfaction

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Clayton, Bruce Michael, Barbara Lynch, and Michael Kerry. "Job Satisfaction: The Case of Financial Planners in Australia." International Journal of Knowledge, Culture, and Change Management: Annual Review 7, no. 3 (2007): 25–32. http://dx.doi.org/10.18848/1447-9524/cgp/v07i03/50342.

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Noordin, Fauziah, and Kamaruzaman Jusoff. "Individualism‐collectivism and job satisfaction between Malaysia and Australia." International Journal of Educational Management 24, no. 2 (February 23, 2010): 159–74. http://dx.doi.org/10.1108/09513541011020963.

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McIlveen, Peter, Carolyn Alchin, P. Nancey Hoare, Sarah Bowman, Rebecca Harris, Geraldine Gotting, John Gilmour, et al. "Place identity and careers in regional Australia." Australian Journal of Career Development 31, no. 1 (April 2022): 57–65. http://dx.doi.org/10.1177/10384162221085807.

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Emerging public discourse about making a “tree change”, “green change”, or “sea change” emphasizes the putative benefits of working and residing in regional Australia. Yet, attracting and retaining workers in the regions is a challenge for policymakers, governments, and industries. The present research involved two separate surveys of people residing in regional Australian communities to discern demographic and psychological predictors of their intent to stay in their region: income, years in the region, family, life satisfaction, job satisfaction, and place identity. Multiple regression analyses found incremental evidence of place identity as a predictor of intent to stay. The findings regarding place identity have implications for career development practice, human resources recruitment strategies, and public policy focused on regional Australia.

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Islam, Md Irteja, Sharif Bagnulo, Yiwen Wang, Robyn Ramsden, Trent Wrightson, Amanda Masset, Richard Colbran, Mike Edwards, and Alexandra Martiniuk. "Job Satisfaction of Health Practitioners Providing Outreach Health Services during COVID-19 in Rural New South Wales (NSW) and the Australian Capital Territory (ACT), Australia." Healthcare 11, no. 1 (December 20, 2022): 3. http://dx.doi.org/10.3390/healthcare11010003.

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Outreach health practitioners play a key role in enhancing access to healthcare for remote, rural, regional, and Aboriginal and Torres Strait Islander communities in Australia. Outreach health practitioners are those providing ongoing and integrated health services in communities that would otherwise have limited access. In the context of the COVID-19 pandemic, it is important to understand the job satisfaction of health workers as it correlates with long-term retention of the workforce, as well as effectiveness in the role and clinical outcomes for patients. Method: The study analysed data from 258 outreach health practitioners who responded to two cross-sectional surveys conducted by the NSW Rural Doctors Network during the COVID-19 pandemic in 2020/21 and 2021/22 in NSW and the ACT, Australia. Both bivariate and multivariate analyses were employed to assess the associations between the outcome variable (outreach health practitioners’ job satisfaction) and independent variables (sociodemographic factors, motivation, self-confidence, communication, capability). Results: Overall, the study showed that 92.2% of health practitioners were satisfied in their role providing outreach health services during the COVID-19 pandemic. In the multivariable model, factors significantly associated with higher satisfaction included good communication with other local health practitioners, using telehealth along with in-person care, and having high self-rated capability compared to those health practitioners who said they had lower job satisfaction. Conclusions: Outreach health practitioners’ job satisfaction is important because poor satisfaction may lead to suboptimal healthcare delivery, poor clinical outcomes, and poor retention of staff in rural settings. These findings should be taken into consideration when developing future strategies to improve job satisfaction among rural outreach health practitioners and to enhance attraction, recruitment and retention and may be applicable to the broader health workforce.

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Bartolo, Kylie, and Brett Furlonger. "Leadership and job satisfaction among aviation fire fighters in Australia." Journal of Managerial Psychology 15, no. 1 (February 2000): 87–93. http://dx.doi.org/10.1108/02683940010305324.

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LONG, ANTHEA. "Happily Ever After? A Study of Job Satisfaction in Australia." Economic Record 81, no. 255 (December 2005): 303–21. http://dx.doi.org/10.1111/j.1475-4932.2005.00271.x.

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Luzzi, L., and AJ Spencer. "Job satisfaction of the oral health labour force in Australia." Australian Dental Journal 56, no. 1 (December 22, 2010): 23–32. http://dx.doi.org/10.1111/j.1834-7819.2010.01282.x.

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Edvardsson, David, Deirdre Fetherstonhaugh, Linda McAuliffe, Rhonda Nay, and Carol Chenco. "Job satisfaction amongst aged care staff: exploring the influence of person-centered care provision." International Psychogeriatrics 23, no. 8 (February 15, 2011): 1205–12. http://dx.doi.org/10.1017/s1041610211000159.

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ABSTRACTBackground: There are challenges in attracting and sustaining a competent and stable workforce in aged care, and key issues of concern such as low staff job satisfaction and feelings of not being able to provide high quality care have been described. This study aimed to explore the association between person-centered care provision and job satisfaction in aged care staff.Methods: Residential aged care staff (n = 297) in Australia completed the measure of job satisfaction and the person-centered care assessment tool. Univariate analyses examined relationships between variables, and multiple linear regression analysis explored the extent to whichperceived person-centredness could predict job satisfaction of staff.Results: Perceived person-centred care provision was significantly associated with job satisfaction, and person-centred care provision could explain nearly half of the variation in job satisfaction. The regression model with the three person-centered care subscales as predictor variables accounted for 40% of the variance in job satisfaction. Personalizing care had the largest independent influence on job satisfaction, followed by amount of organizational support and degree of environmental accessibility. Personalizing care and amount of organizational support had a statistically significant unique influence.Conclusions: As person-centered care positively correlated with staff job satisfaction, supporting staff in providing person-centered care can enhance job satisfaction and might facilitate attracting and retaining staff in residential aged care. The findings reiterate a need to shift focus from merely completing care tasks and following organizational routines to providing high quality person-centered care that promotes the good life of residents in aged care.

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Usadolo, Queen Emwenkeke, Yvonne Brunetto, Silvia Nelson, and Patrick Gillett. "Connecting the Dots: Perceived Organization Support, Motive Fulfilment, Job Satisfaction, and Affective Commitment Among Volunteers." SAGE Open 12, no. 3 (July 2022): 215824402211161. http://dx.doi.org/10.1177/21582440221116111.

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In this paper, the influence of organizational factors and the role of individual factors on volunteers’ job satisfaction and affective commitment is examined, in particular, whether volunteers’ motive fulfilment mediates the influence of perceived organizational support for the two outcomes of job satisfaction and affective commitment. A crosssectional survey was used to collect data from 213 volunteers from five non-profit organizations in Queensland, Australia. Perceived organizational support is found to have a significant relationship on volunteers’ job satisfaction and affective commitment. Furthermore, motive fulfilment had a significant effect on the impact of perceived organizational support (POS) on the two outcomes. The results of the study provide new knowledge about the importance of motive fulfilment as a tool for improving volunteers’ positive organizational experiences and explain how motive fulfilment promotes increased job satisfaction and affective commitment.

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Killey, J., L. Gustafsson, and M. Hoyle. "Paths to Work after Stroke in Australia." Brain Impairment 15, no. 2 (September 2014): 99–106. http://dx.doi.org/10.1017/brimp.2014.18.

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Background and aims: Previous research has focused primarily on incidence rates and barriers/facilitators influencing return to work, without considering the formal paths accessed by people with stroke. The aim of this study was to identify the paths used by Australian people to return to work following stroke, including changes to work-related habits and routines, and job satisfaction.Methods: This descriptive, retrospective study recruited people through newsletters and online forums for people with stroke. The quantitative data were summarised descriptively and the Wilcoxon signed-rank test was used to compare pre- and post-stroke job satisfaction rates.Results: Participants (n= 21) were aged 48 years on average, female (67%) and university trained (71%). Ten (48%) participants did not access formal return-to-work services, yet participants commonly reported changes to work-related habits and routines. Participants were significantly less satisfied with their post-stroke job suitability (physically, cognitively and financially), stability and importance (p< .05).Conclusion: Participants in this small-scale study did not routinely access formal support services to return to work, while experiencing changes to work-related habits and satisfaction. Further research is required to document the return-to-work paths, including the experience from the perspective of the person with stroke.

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Seib, Charrlotte, Michael P. Dunne, Jane Fischer, and Jackob M. Najman. "Predicting the Job Satisfaction of Female Sex Workers in Queensland, Australia." International Journal of Sexual Health 24, no. 2 (April 2012): 99–111. http://dx.doi.org/10.1080/19317611.2011.632073.

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Wilson, Natalie A. "Factors that affect job satisfaction and intention to leave of allied health professionals in a metropolitan hospital." Australian Health Review 39, no. 3 (2015): 290. http://dx.doi.org/10.1071/ah14198.

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Objective The purpose of the present study was to determine the aspects of the allied health professional’s job that contribute most to job satisfaction and intention to leave in a metropolitan hospital. Method Data were collected via a questionnaire that was emailed to all clinical allied health staff at Campbelltown and Camden Hospitals in New South Wales, Australia. The participants then rated their level of satisfaction with various job aspects. Results A significant correlation was found between several job satisfaction factors and intention to leave in this study group, including quality of supervision, level of competency to do the job, recognition for doing the job, advancement opportunities, autonomy, feelings of worthwhile accomplishment, communication and support from the manager. Conclusion In relation to Herzberg’s job satisfaction theory, both intrinsic and extrinsic work factors have been shown to have a significant correlation with intention to leave in this study group. This information can assist workforce planners to implement strategies to improve retention levels of allied health professionals in the work place. What is known about the topic? Job satisfaction is a significant predictor of retention in the workplace for allied health professionals in rural and remote areas; however, limited research has reviewed predictors of job satisfaction of allied health professionals in metropolitan hospitals. What does this paper add? This paper provides evidence that job satisfaction factors are important predictors of intention to leave for allied health in metropolitan hospitals, and that both intrinsic and extrinsic job satisfaction factors have a significant correlation with intention to leave. What are the implications for practice? Those involved in workforce management of allied health professionals can implement strategies to improve job satisfaction and assist with retention of the allied health workforce.

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Chia, A. C. L., M. G. Irwin, P. W. H. Lee, T. H. W. Lee, and S. F. Man. "Comparison of Stress in Anaesthetic Trainees between Hong Kong and Victoria, Australia." Anaesthesia and Intensive Care 36, no. 6 (November 2008): 855–62. http://dx.doi.org/10.1177/0310057x0803600617.

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A postal survey was sent to anaesthetic trainees in Hong Kong and Victoria, Australia to compare work-related stress levels. Demographic data were collected. Anaesthetist-specific stressors, Maslach Burnout Inventory and Global Job Satisfaction scores were used for psychological testing. The response rates from Hong Kong and Melbourne were 64 of 133 (48.1%) and 108 of 196 (55.1%), respectively. Victorian respondents were older with greater family commitments, but more advanced in fulfilling training requirements. Hong Kong respondents, being faced with both the challenge of dual College requirements, exhibited consistently higher indices of stress (P <0.001) and less job satisfaction (P <0.001). Common occupational stressors related to dealing with critically ill patients and medicolegal concerns. Higher stress scores observed in Hong Kong trainees related to service provision and a perceived lack of resources. Despite the complex nature of stress, its antecedents and manifestations, an inverse relationship between emotional exhaustion and job satisfaction was evident in correlation analysis (P <0.001). This survey suggests that stress was present in some trainees in both areas. Hong Kong trainees may benefit from local development to address mental wellbeing as being important to fulfil this highly competitive training program.

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Weale, Victoria P., Yvonne D. Wells, and Jodi Oakman. "The work-life interface: a critical factor between work stressors and job satisfaction." Personnel Review 48, no. 4 (June 4, 2019): 880–97. http://dx.doi.org/10.1108/pr-09-2016-0226.

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Purpose The purpose of this paper is to explore job satisfaction, and how the work-life interface might affect job satisfaction, among residential aged care staff. The statistical package PROCESS was used to analyse the impacts of workplace stressors (poor safety climate, poor relationships with colleagues and poor relationships with management) and potential mediating variables that measured aspects of the work-life interface, specifically work-family conflict (WFC) and work-life balance. Design/methodology/approach This survey research was carried out through distribution of a paper-based questionnaire to approximately 800 permanent, fixed term and casual employees working in residential aged care. All job roles, including both direct care and support staff, were represented in the sample. Findings WFC and work-life balance act serially to mediate the relationships between workplace stressors and job satisfaction. Research limitations/implications Study participants were restricted to residential aged care facilities in the metropolitan Melbourne area, Australia, limiting generalisability of the findings. Practical implications The work-life interface is a legitimate concern for human resources managers. Implications include need for greater understanding of the contribution of work-life fit to job satisfaction. Interventions to improve job satisfaction should take into account how workplace stressors affect the work-life interface, as well as job-related outcomes. Enhanced work-life fit should improve job-related outcomes. Originality/value This paper explores the potential mediating roles of WFC and work-life balance on job satisfaction and demonstrates a pathway through which the work-life interface affects job satisfaction for workers in residential aged care.

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Allan, Cameron, Michael O'Donnell, and David Peetz. "More Tasks, Less Secure, Working Harder: Three Dimensions of Labour Utilisation." Journal of Industrial Relations 41, no. 4 (December 1999): 519–35. http://dx.doi.org/10.1177/002218569904100403.

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In many industrialised countries, there have been major changes in the pattern of labour utilisation in the 1980s and 1990s. The paper argues that in Australia labour utilisation has been changing in three key dimensions: job broadening, employ ment insecurity and work intensification. These changes are affecting both standard 'core' workers and non-standard 'peripheral' workers. Reviewing case study evidence and survey data from a federal Australian government study of workplace change, we analyse employee perceptions of these fomrs of labour utilisation. Employees are being affected by differing combinations of these changes and are experiencing higher stress levels, greater job insecurity and lower levels of satisfaction with the work/family balance.

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Joyce, Catherine, Harris Eyre, Wei Chun Wang, and Caroline Laurence. "Australian doctors’ non-clinical activities: results from the Medicine in Australia: Balancing Employment and Life (MABEL) survey of doctors." Australian Health Review 39, no. 5 (2015): 588. http://dx.doi.org/10.1071/ah14223.

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Objective The aim of the present study was to investigate non-clinical work conducted by Australian doctors. Methods This study was an exploratory descriptive study using data from Wave 5 of the Medicine in Australia: Balancing Employment and Life (MABEL) longitudinal survey, collected in 2012 from Australian medical practitioners (2200 general practitioners (GPs), 3455 specialists, 1270 specialists in training and 1656 hospital non-specialists). The main outcome measure was the number of hours worked per week in non-clinical work. Regression analysis was used to determine associations between non-clinical activities (i.e. education-related, management and administration and other) and personal and professional characteristics, including age, gender, job and life satisfaction, total clinical working hours, sector of practice (public or private) and doctor type. Results Australian doctors spend an average of just under 7 h per week, or 16% of their working time, on non-clinical activities. Doctors who worked more hours on non-clinical activities overall, and in education-related and management and administration specifically, were male, younger, had lower life satisfaction and generally spent fewer hours on clinical work. Lower job satisfaction was associated with longer management and administration hours, but not with time spent in education-related activities. Specialists were more likely to work long non-clinical hours, whereas GPs were more likely to report none. Hospital non-specialists reported relatively high management and administration hours. Conclusions Further work is required to better understand the full range of non-clinical activities doctors are involved in and how this may impact future workforce projections. What is known about the topic? Doctors usually engage in a range of non-clinical activities, such as research, education and administration. Policy documents suggest these activities are expected to comprise 20%–30% of a doctor’s time in public settings. Understanding how engagement in non-clinical activities affects doctors’ time in direct patient care, their career progression and job and life satisfaction is highly important and poorly understood. What does this paper add? This national study provides the first empirical data on doctors’ non-clinical activity, and shows that non-clinical hours are traded off with clinical hours, and are associated with personal and professional characteristics. What are the implications for practitioners? Any changes in doctors’ non-clinical hours may influence doctors’ satisfaction as well as their clinical working hours. Workforce planning needs to take non-clinical hours into account.

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Watson, Lyndsey, Anne Potter, and Lisa Donohue. "Midwives in Victoria, Australia: a survey of current issues and job satisfaction." Midwifery 15, no. 4 (December 1999): 216–31. http://dx.doi.org/10.1054/midw.1999.0176.

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Holland, Peter, Amanda Pyman, Brian K. Cooper, and Julian Teicher. "Employee voice and job satisfaction in Australia: The centrality of direct voice." Human Resource Management 50, no. 1 (January 2011): 95–111. http://dx.doi.org/10.1002/hrm.20406.

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Mitchell, Anthony J. "Keeping the Plates Spinning: A Qualitative Study of Job Satisfaction and Occupational Stress Experienced by South Australian Rehabilitation Counsellors." Australian Journal of Rehabilitation Counselling 3, no. 2 (1997): 86–96. http://dx.doi.org/10.1017/s1323892200001460.

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The rapid development of the profession of rehabilitation counselling in Australia during the past decade has been accompanied by a high level of staff turnover. This qualitative study identifies the aspects of the work of rehabilitation counsellors that contribute to job satisfaction and occupational stress. The issues identified by subjects can be categorised as aspects of the rehabilitation systems and aspects of the employing organisation. It was concluded that employers of rehabilitation counsellors should develop strategies to enhance job satisfaction and minimise occupational stress in order to reduce staff turnover.

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Fleming, Christopher M., and Parvinder Kler. "I’m too clever for this job: a bivariate probit analysis on overeducation and job satisfaction in Australia." Applied Economics 40, no. 9 (May 2008): 1123–38. http://dx.doi.org/10.1080/00036840600771254.

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Bradfield, Owen M., Marie Bismark, Anthony Scott, and Matthew Spittal. "Medical negligence claims and the health and life satisfaction of Australian doctors: a prospective cohort analysis of the MABEL survey." BMJ Open 12, no. 5 (May 2022): e059447. http://dx.doi.org/10.1136/bmjopen-2021-059447.

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ObjectiveTo assess the association between medical negligence claims and doctors’ self-rated health and life satisfaction.DesignProspective cohort study.ParticipantsRegistered doctors practising in Australia who participated in waves 4 to 11 of the Medicine in Australia: Balancing Employment and Life (MABEL) longitudinal survey between 2011 and 2018.Primary and secondary outcome measuresSelf-rated health and self-rated life satisfaction.ResultsOf the 15 105 doctors in the study, 885 reported being named in a medical negligence claim. Fixed-effects linear regression analysis showed that both self-rated health and self-rated life satisfaction declined for all doctors over the course of the MABEL survey, with no association between wave and being sued. However, being sued was not associated with any additional declines in self-rated health (coef.=−0.02, 95% CI −0.06 to 0.02, p=0.39) or self-rated life satisfaction (coef.=−0.01, 95% CI −0.08 to 0.07, p=0.91) after controlling for a range of job factors. Instead, we found that working conditions and job satisfaction were the strongest predictors of self-rated health and self-rated life satisfaction in sued doctors. In analyses restricted to doctors who were sued, we observed no changes in self-rated health (p=0.99) or self-rated life satisfaction (p=0.59) in the years immediately following a claim.ConclusionsIn contrast to prior overseas cross-sectional survey studies, we show that medical negligence claims do not adversely affect the well-being of doctors in Australia when adjusting for time trends and previously established covariates. This may be because: (1) prior studies failed to adequately address issues of causation and confounding; or (2) legal processes governing medical negligence claims in Australia cause less distress compared with those in other jurisdictions. Our findings suggest that the interaction between medical negligence claims and poor doctors’ health is more complex than revealed through previous studies.

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Rodwell, John, Andre Gulyas, and Dianne Johnson. "The New and Key Roles for Psychological Contract Status and Engagement in Predicting Various Performance Behaviors of Nurses." International Journal of Environmental Research and Public Health 19, no. 21 (October 26, 2022): 13931. http://dx.doi.org/10.3390/ijerph192113931.

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The study examines the impact of the psychological contract (PC), including the often-studied PC breach in addition to the novel approach of PC status, as predictors of performance among nurses, mediated by engagement, job satisfaction, and psychological distress. A sample of 177 nurses and midwives from a medium to a large hospital in Australia completed a self-report questionnaire. Structural equation modelling was used to determine associations between the predictors (i.e., negative affectivity (NA), PC breach, PC status)), mediating variables (i.e., engagement, job satisfaction, and psychological distress), and three types of performance behaviors: organizational citizenship behavior for the individual, for the organization (OCBI, OCBO) and in-role behavior (IRB) simultaneously. Specifically, psychological contract status positively predicted engagement, whereas breach negatively predicted engagement and positively predicted job satisfaction. NA positively predicted distress, and distress negatively predicted OCBO and IRB. Lastly, engagement positively predicted job satisfaction, OCBI, OCBO, and IRB. The findings indicate that psychological contract status may predict engagement (and in turn, performance) over and above psychological contract breach, and thus this novel construct should be examined further. The importance of engagement for predicting the performance behaviors and mental health of nurses may also offer new insights.

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Cosgrave, Catherine, Myfanwy Maple, and Rafat Hussain. "Work challenges negatively affecting the job satisfaction of early career community mental health professionals working in rural Australia: findings from a qualitative study." Journal of Mental Health Training, Education and Practice 13, no. 3 (May 14, 2018): 173–86. http://dx.doi.org/10.1108/jmhtep-02-2017-0008.

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Purpose Some of Australia’s most severe and protracted workforce shortages are in public sector community mental health (CMH) services. Research identifying the factors affecting staff turnover of this workforce has been limited. The purpose of this paper is to identify work factors negatively affecting the job satisfaction of early career health professionals working in rural Australia’s public sector CMH services. Design/methodology/approach In total, 25 health professionals working in rural and remote CMH services in New South Wales (NSW), Australia, for NSW Health participated in in-depth, semi-structured interviews. Findings The study identified five work-related challenges negatively affecting job satisfaction: developing a profession-specific identity; providing quality multidisciplinary care; working in a resource-constrained service environment; working with a demanding client group; and managing personal and professional boundaries. Practical implications These findings highlight the need to provide time-critical supports to address the challenges facing rural-based CMH professionals in their early career years in order to maximise job satisfaction and reduce avoidable turnover. Originality/value Overall, the study found that the factors negatively affecting the job satisfaction of early career rural-based CMH professionals affects all professionals working in rural CMH, and these negative effects increase with service remoteness. For those in early career, having to simultaneously deal with significant rural health and sector-specific constraints and professional challenges has a negative multiplier effect on their job satisfaction. It is this phenomenon that likely explains the high levels of job dissatisfaction and turnover found among Australia’s rural-based early career CMH professionals. By understanding these multiple and simultaneous pressures on rural-based early career CMH professionals, public health services and governments involved in addressing rural mental health workforce issues will be better able to identify and implement time-critical supports for this cohort of workers. These findings and proposed strategies potentially have relevance beyond Australia’s rural CMH workforce to Australia’s broader early career nursing and allied health rural workforce as well as internationally for other countries that have a similar physical geography and health system.

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Fleming, Christopher M., and Parvinder Kler. "Female overeducation, job satisfaction and the impact of children at home in Australia." Economic Analysis and Policy 44, no. 2 (July 2014): 143–55. http://dx.doi.org/10.1016/j.eap.2014.05.006.

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Kifle, T., P. Kler, and S. Shankar. "The Underemployment-Job Satisfaction Nexus: A Study of Part-Time Employment in Australia." Social Indicators Research 143, no. 1 (July 28, 2018): 233–49. http://dx.doi.org/10.1007/s11205-018-1976-2.

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McPhail, Ruth, Anoop Patiar, Carmel Herington, Peter Creed, and Michael Davidson. "Development and initial validation of a hospitality employees’ job satisfaction index." International Journal of Contemporary Hospitality Management 27, no. 8 (November 9, 2015): 1814–38. http://dx.doi.org/10.1108/ijchm-03-2014-0132.

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Purpose – The purpose of this study was to develop and validate a self-reporting tool: the hospitality employee’ satisfaction index. Design/methodology/approach – The 15-item instrument presented in this study was developed through an examination of the extant literature and seven focus groups representing the hospitality industry. The instrument was piloted online with 1,000 hospitality employees, refined and then distributed online to 9,000 hospitality employees. Findings – Factor analysis extracted three factors (career advancement, control and variety and relationships), and reliability analysis (Cronbach’s alpha) indicated high internal consistency. A stepwise multiple regression revealed that the control and variety factor related most strongly to overall job satisfaction, followed by relationships and career advancement factors, confirming that in the context of the hospitality industry, these factors were important in the measurement of job satisfaction. Control and variety was significantly related to the intention to stay in the job, and career advancement and control and variety were related to the intention to stay in the hospitality industry. Research limitations/implications – The data were gathered in Australia and were tested nationally to support the robustness of the instrument. Therefore, the hospitality industry can use this instrument as a generic index to evaluate the job satisfaction levels of employees. Originality/value – This specifically designed hospitality job satisfaction instrument can be used to evaluate the job satisfaction of employees at all levels and can be used in the development of a benchmark. This index is the first of its kind to be tested in the broader hospitality context, including accommodation, restaurants, coffee shops, fast food, clubs, hotels, convention, sporting venues, catering and institutional catering.

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Askew, Deborah A., Philip J. Schluter, Marie-Louise Dick, Patricia M. Régo, Catherine Turner, and David Wilkinson. "Bullying in the Australian medical workforce: cross-sectional data from an Australian e-Cohort study." Australian Health Review 36, no. 2 (2012): 197. http://dx.doi.org/10.1071/ah11048.

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Objective. This study aimed to describe the prevalence of perceived workplace bullying in the Australian medical workforce, and investigate the relationship between workplace bullying and job satisfaction, health status, and current and planned medical workforce participation. Methods. An electronic cross-sectional survey of doctors currently in the paid workforce, conducted between April 2008 and October 2009, was nested within a longitudinal cohort study investigating factors affecting the recruitment and retention of the Australian medical workforce. To address the specific aims of this study, a subset of questions in the survey investigated the prevalence of self-reported bullying; physical and mental health; workforce participation patterns; job satisfaction; and job stressors. Results. Seven hundred and forty-seven participants responded to the bullying question and were included in this analysis. Twenty-five percent of participants reported being bullied in the last 12 months. There were no differences in the reported rates of bullying across age groups, sex and country of medical qualification. Bullied doctors were least satisfied with their jobs (P < 0.001), had taken more sick leave in the last 12 months (P < 0.001), and were more likely to be planning to decrease the number of hours worked in medicine in the next 12 months (P = 0.01) or ceasing direct patient care in the next 5 years (independent of their age or the number of hours currently worked in patient care) (P = 0.006). Conclusions. Our findings suggest that Australian doctors, independent of age or sex, have experienced workplace bullying, and although no conclusions can be made about causal pathways, there were strong associations between this exposure and poorer health and wellbeing, and on remaining in the medical workforce. What is known about the topic? Bullying and harassment have a significant impact on mental health, job satisfaction, and intention to leave the workforce. Workplace bullying in healthcare organisations affects the individuals involved, the organisations and the patients. The prevalence of workplace bullying throughout the medical workforce in Australia or elsewhere has not been investigated, with previous studies focussing on subsets of doctors, particularly junior doctors. What does this paper add? This paper found that 25% of doctors participating in this study reported experiencing persistent behaviours in the last 12 months that had undermined their professional confidence or self-esteem. There were no differences in the prevalence of bullying observed between sexes, age groups, country of medical qualifications, or employment sector. Victims of bullying had poorer mental health, had taken more sick leave in the last 12 months, were less satisfied with their current jobs and with being doctors, were more affected by job stressors and were more likely to be considering ceasing direct patient care than non-bullied doctors. What are the implications for practitioners? Practitioners need to be alert for potential bullying and harassment within healthcare organisations and be prepared to act decisively to minimise its impact on staff health, satisfaction and retention, and patient quality of care.

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Iverson, Roderick D., and Parimal Roy. "A Causal Model of Behavioral Commitment: Evidence From a Study of Australian Blue-collar Employees." Journal of Management 20, no. 1 (April 1994): 15–41. http://dx.doi.org/10.1177/014920639402000102.

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This study examines the behavioral commitment ( intent to stay) of a sample of blue-collar employees from a manufacturing firm in Australia. The purpose was to test an integrated causal model of behavioral commitment based on four general classes of variables: structural, pre-entry, environmental, and employee orientations. The LISREL results indicate that variables rank ordered in terms of importance for their total causal effects on the decision process of employees to stay or leave an organization is as follows: job search, job satisfaction, job security, attitudinal commitment, union participation, environmental opportunity, physical conditions, job hazards, met expectations, equity, family responsibility, centraliza tion, supervisory support, and work group cohesion.

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Eyre, Harris A., Rob D. Mitchell, Will Milford, Nitin Vaswani, and Steven Moylan. "Portfolio careers for medical graduates: implications for postgraduate training and workforce planning." Australian Health Review 38, no. 3 (2014): 246. http://dx.doi.org/10.1071/ah13203.

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Portfolio careers in medicine can be defined as significant involvement in one or more portfolios of activity beyond a practitioner’s primary clinical role, either concurrently or in sequence. Portfolio occupations may include medical education, research, administration, legal medicine, the arts, engineering, business and consulting, leadership, politics and entrepreneurship. Despite significant interest among junior doctors, portfolios are poorly integrated with prevocational and speciality training programs in Australia. The present paper seeks to explore this issue. More formal systems for portfolio careers in Australia have the potential to increase job satisfaction, flexibility and retention, as well as diversify trainee skill sets. Although there are numerous benefits from involvement in portfolio careers, there are also risks to the trainee, employing health service and workforce modelling. Formalising pathways to portfolio careers relies on assessing stakeholder interest, enhancing flexibility in training programs, developing support programs, mentorship and coaching schemes and improving support structures in health services. What is known about the topic? Portfolio careers are well understood as a career structure in general business. However, in medicine little is known about the concept of portfolio careers, their drivers, benefits and risks. There are significant issues faced by the Australian junior medical workforce such as a need for diversified skill-sets (e.g. increased involvement in research, public health and leadership), low job satisfaction for junior doctors and an increasing emphasis of work-life balance and mental well-being. What does this paper add? This paper critically analyses the concept of portfolio careers in the postgraduate setting by critiquing literature on the international and national experiences in this field. This paper outlines potential benefits of portfolio careers requiring further research, such as a diversification in the workforce and improved job satisfaction. Risks include reducing the health service provision capacity of junior doctors and drawing doctors away from a medical career. What are the implications for practitioners? This paper has substantial educational and workforce implications for medical students, junior doctors and medical managers. For medical students and junior doctors this paper frames the possibilities in a medical career, as well as benefits and risks of aiming for a portfolio career in medicine. For medical managers, this paper suggests strategies for further research, enhancing workforce job satisfaction and potential pitfalls of increasing opportunities for medical portfolio careers.

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Bilardi, Jade E., Amanda Miller, Jane S. Hocking, Louise Keogh, Rosey Cummings, Marcus Y. Chen, Catriona S. Bradshaw, and Christopher K. Fairley. "The Job Satisfaction of Female Sex Workers Working in Licensed Brothels in Victoria, Australia." Journal of Sexual Medicine 8, no. 1 (January 2011): 116–22. http://dx.doi.org/10.1111/j.1743-6109.2010.01967.x.

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Balasubramanian, M., AJ Spencer, SD Short, K. Watkins, S. Chrisopoulos, and DS Brennan. "Job satisfaction among ‘migrant dentists’ in Australia: implications for dentist migration and workforce policy." Australian Dental Journal 61, no. 2 (May 27, 2016): 174–82. http://dx.doi.org/10.1111/adj.12370.

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OAKMAN, JODI, and YVONNE WELLS. "Retirement intentions: what is the role of push factors in predicting retirement intentions?" Ageing and Society 33, no. 6 (April 30, 2012): 988–1008. http://dx.doi.org/10.1017/s0144686x12000281.

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ABSTRACTPopulation ageing will significantly impact labour markets in most Organisation for Economic Cooperation and Development countries and as a result individuals will need to remain in paid employment for longer to fund their retirement years. This study examines the retirement intentions of employees of a large public-sector organisation located in Victoria, Australia that was interested in developing policies to assist with retention of their mature-age workforce. Multivariate regression analyses were used to identify the most important predictors of intention to retire. The dependent variable, Intended timing of retirement, was analysed in two forms, as continuous and dichotomised measures. Age and Length of service were strong independent predictors of Intention to retire soon (within five years). Of the work factors that were analysed (Job satisfaction, Job demands, Job control, and Social cohesion), low Job satisfaction and high Social cohesion scores indicated an increased likelihood of retiring soon. The results provide some insight into the development of organisational interventions that might assist with retaining older employees for longer.

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Cogin, Julie Ann, and Alan Fish. "An empirical investigation of sexual harassment and work engagement: Surprising differences between men and women." Journal of Management & Organization 15, no. 1 (March 2009): 47–61. http://dx.doi.org/10.1017/s183336720000287x.

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AbstractResearch has demonstrated the growing prevalence of sexual harassment (SH) across continents, industries and occupations as well as the associated negative outcomes (Glomb et al. 1999). Not surprisingly, job satisfaction is one of the job-related variables that is frequently investigated in the SH literature, with Lapierre et al. (2005) meta-analytically establishing that SH significantly diminishes job satisfaction. Other studies have argued, however, that ‘satisfied’ employees do not necessarily perform to the best of their abilities (Crossman & Abou-Zaki 2003) and that work engagement is a better construct to understand what makes employees ‘go the extra mile’ (Hallgerg & Schaufeli 2006; Buckingham & Coffman 1999). This study, conducted in Australia, adopted the Utrecht Work Engagement Scale (Schaufeli et al. 2002a), as an empirical gauge of the construct ‘work engagement’ and the Sexual Experiences Questionnaire (Fitzgerald et al. 1988) to measure SH. A strong negative relationship was established in addition to significant differences in the SH experiences of men and women.

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Cogin, Julie Ann, and Alan Fish. "An empirical investigation of sexual harassment and work engagement: Surprising differences between men and women." Journal of Management & Organization 15, no. 1 (March 2009): 47–61. http://dx.doi.org/10.5172/jmo.837.15.1.47.

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AbstractResearch has demonstrated the growing prevalence of sexual harassment (SH) across continents, industries and occupations as well as the associated negative outcomes (Glomb et al. 1999). Not surprisingly, job satisfaction is one of the job-related variables that is frequently investigated in the SH literature, with Lapierre et al. (2005) meta-analytically establishing that SH significantly diminishes job satisfaction. Other studies have argued, however, that ‘satisfied’ employees do not necessarily perform to the best of their abilities (Crossman & Abou-Zaki 2003) and that work engagement is a better construct to understand what makes employees ‘go the extra mile’ (Hallgerg & Schaufeli 2006; Buckingham & Coffman 1999). This study, conducted in Australia, adopted the Utrecht Work Engagement Scale (Schaufeli et al. 2002a), as an empirical gauge of the construct ‘work engagement’ and the Sexual Experiences Questionnaire (Fitzgerald et al. 1988) to measure SH. A strong negative relationship was established in addition to significant differences in the SH experiences of men and women.

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Prajogo, Daniel I., and Brian Cooper. "The individual and organizational level effects of TQM practices on job satisfaction." International Journal of Manpower 38, no. 2 (May 2, 2017): 215–25. http://dx.doi.org/10.1108/ijm-12-2014-0240.

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Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

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Aletraris, Lydia. "How satisfied are they and why? A study of job satisfaction, job rewards, gender and temporary agency workers in Australia." Human Relations 63, no. 8 (May 19, 2010): 1129–55. http://dx.doi.org/10.1177/0018726709354131.

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van Diepen, Cornelia, Andreas Fors, Inger Ekman, and Gunnel Hensing. "Association between person-centred care and healthcare providers’ job satisfaction and work-related health: a scoping review." BMJ Open 10, no. 12 (December 2020): e042658. http://dx.doi.org/10.1136/bmjopen-2020-042658.

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ObjectiveThis scoping review aimed to explore and describe the research on associations between person-centred care (PCC) and healthcare provider outcomes, for example, job satisfaction and work-related health.DesignScoping review.Eligibility criteriaStudies were included if they were empirical studies that analysed associations between PCC measurement tools and healthcare providers outcomes.Search strategySearches in PubMed, CINAHL, Psychinfo and SCOPUS databases were conducted to identify relevant studies published between 2001 and 2019. Two authors independently screened studies for inclusion.ResultsEighteen studies fulfilled the inclusion criteria. Twelve studies were cross-sectional, four quasi-experimental, one longitudinal and one randomised controlled trial. The studies were carried out in Sweden, The Netherlands, the USA, Australia, Norway and Germany in residential care, nursing homes, safety net clinics, a hospital and community care. The healthcare provider outcomes consisted of job satisfaction, burnout, stress of conscience, psychosocial work environment, job strain and intent to leave. The cross-sectional studies found significant associations, whereas the longitudinal studies revealed no significant effects of PCC on healthcare provider outcomes over time.ConclusionMost studies established a positive association between PCC and healthcare provider outcomes. However, due to the methodological variation, a robust conclusion could not be generated. Further research is required to establish the viability of implementing PCC for the improvement of job satisfaction and work-related health outcomes through rigorous and consistent research.

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Drago, Robert, and Mark Wooden. "The Determinants of Labor Absence: Economic Factors and Workgroup Norms across Countries." ILR Review 45, no. 4 (July 1992): 764–78. http://dx.doi.org/10.1177/001979399204500411.

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The authors analyze causes of absence from work using data from a survey distributed in 1988 to workers in Australia, Canada, New Zealand, and the United States. The results indicate that workgroup cohesion (the degree to which employees work together closely and harmoniously) was associated with low levels of absence if job satisfaction was high, but with high levels of absence if job satisfaction was low. Some employee characteristics associated with lower rates of absence were male gender, short tenure, part-time status, and high wages; shiftwork, sick leave entitlements, and low unemployment rates were associated with higher rates of absence. The authors also find that the determinants of whether a worker was absent at least once in a given year are distinct from the determinants of the frequency and duration of absences among those workers who were absent at least once.

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Kifle, Temesgen. "Do Comparison Wages Play a Major Role in Determining Overall Job Satisfaction? Evidence from Australia." Journal of Happiness Studies 15, no. 3 (May 9, 2013): 613–38. http://dx.doi.org/10.1007/s10902-013-9439-6.

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Zaresani, Arezou, and Anthony Scott. "Does digital health technology improve physicians’ job satisfaction and work–life balance? A cross-sectional national survey and regression analysis using an instrumental variable." BMJ Open 10, no. 12 (December 2020): e041690. http://dx.doi.org/10.1136/bmjopen-2020-041690.

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ObjectivesTo examine the association between physicians’ use of digital health technology and their job satisfaction and work–life balance.DesignA cross-sectional nationally representative survey of physicians and probit regression models were used to examine the association between using digital health technology and the probability of reporting high job satisfaction and a good work–life balance. Models included a rich set of covariates, including physicians’ personality traits, and instrumental variable analysis was used to control for bias from unobservable confounders and reverse causality.SettingClinical practice settings in Australia, including physicians working in primary care, hospitals, outpatient settings, and physicians working in the public and private sectors.ParticipantsRespondents to wave 11 (2018–2019) of the Medicine in Australia: Balancing Employment and Life (MABEL) longitudinal survey of doctors. The analysis sample included a broadly nationally representative sample of 7043 physicians, including general practitioners, specialists and physicians in training.Primary and secondary outcome measuresThe proportion of respondents who used any digital health technology; proportion answered ‘moderately satisfied’ or ‘very satisfied’ to the statement on job satisfaction: ‘Taking everything into account, how do you feel about your work’; proportion agreeing or strongly agreeing to the statement on work–life balance: ‘The balance between my personal and professional commitments is about right.’ResultsPhysicians with positive beliefs about the effectiveness of using digital health technology were 3.8 percentage points (95% CI 2.7 to 5.0) more likely to use digital health technology compared with those who did not. Physicians with colleagues who already used digital health technology were also 4.1 percentage points (95% CI 2.6 to 5.6) more likely to use digital health technology. The availability of IT support and lack of privacy concerns increased the probability of using digital health technology by 1.6 percentage points (95% CI 1.0 to 2.3) and 0.5 percentage points (95% CI 0.1 to 1.0). Physicians who used digital health technology were 14.2 percentage points (95% CI −1.3 to 29.7) and 20.3 percentage points (95% CI 2.4 to 38.1) more likely to report respectively higher job satisfaction and good work–life balance, compared with the physicians who did not use it.ConclusionsFindings suggested digital health technology served more as a work resource than work demand for physicians who used it.

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Nikolaev, Boris, Nadav Shir, and Johan Wiklund. "Dispositional Positive and Negative Affect and Self-Employment Transitions: The Mediating Role of Job Satisfaction." Entrepreneurship Theory and Practice 44, no. 3 (January 23, 2019): 451–74. http://dx.doi.org/10.1177/1042258718818357.

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Affect is increasingly studied within entrepreneurship. We develop a partial mediation model in which positive and negative dispositional affect influences entry into entrepreneurship, suggesting that those experiencing greater negative affect experience less job satisfaction and are more likely to enter entrepreneurship. Using a novel methodological approach to capture affective disposition, we test our model on a large panel dataset from Australia, finding support for our hypotheses. These findings provide a much-needed counterbalance to the prevailing focus in entrepreneurship on the positive consequences of positive affect and introduce affect into the study of the fundamental question of why some people but not others become entrepreneurs in the first place.

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