Job Satisfaction in EMS: A Different Approach

1990 ◽  
Vol 5 (1) ◽  
pp. 9-17 ◽  
Author(s):  
Stephen R. Wirth
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Work Force ◽  
Job Characteristics ◽  
Critical Issue ◽  
Psychological States ◽  
And Performance ◽  
Job Diagnostic Survey ◽  
Job Longevity ◽  
Overall Job Satisfaction

AbstractThere has been limited organizational research applied to EMS, especially in the area of job satisfaction. In the midst of a general shortage of health care workers, effective recruitment and retention of a qualified and satisfied work force is a critical issue. The purpose of this study was to examine the factors and elements in the structure or “design” of the work of emergency medical technicians (EMTs) and paramedics that can create conditions for high levels of work motivation, satisfaction, and performance.A modified Job Diagnostic Survey was administered to a cross section of 102 paid and volunteer EMS personnel in Pennsylvania. The relationships between measured job characteristics, experienced psychological states, and job longevity on overall job satisfaction was examined.Significant positive relationships (p<.05) exist between a number of the job characteristic variables (such as task significance, autonomy, and job feedback) and job satisfaction. Job longevity did not have a significant relationship to job satisfaction. Volunteer EMS personnel experienced higher levels of job satisfaction than did paid providers.The results indicate that the EMT and paramedic perform complex jobs that have high levels of the characteristics that cause internal work motivation. Methods to increase the amount of these core job characteristics to improve overall job satisfaction are discussed.

scholarly journals Using the job characteristics model to compare patient care assignment methods of nurses

2004 ◽  
Vol 10 (3) ◽  
pp. 389-405
Author(s):  
A. H. Mohamed
Keyword(s):  
Patient Care ◽  
Job Characteristics ◽  
Functional Method ◽  
University Hospital ◽  
Individual Growth ◽  
Psychological States ◽  
Job Characteristics Model ◽  
Nurses Perceptions ◽  
Job Diagnostic Survey ◽  
Intensive Care Unit Nurses

The aim of this study was to use Hackman and Oldman’s job characteristics model to compare 2 methods of patient care assignment as perceived by nurses in 12 inpatient units of Alexandria Main University Hospital. The job diagnostic survey was used to determine nurses’ perceptions toward the components of the model in relation to their performance in utilizing the case and functional methods of patient care assignment. The jobs of intensive care unit nurses who utilized the case method were more enriched than those who utilized the functional method of assignment in the general care units, in terms of their perception scores towards all parts of the model [core job characteristics, critical psychological states, affective and personal outcomes, context satisfaction and individual growth-need strength]

The Effects of Sexual Harassment on Job Satisfaction, Earnings, and Turnover among Female Lawyers

ILR Review ◽  
1998 ◽  
Vol 51 (4) ◽  
pp. 594-607 ◽  
Author(s):  
David N. Laband ◽  
Bernard F. Lentz
Keyword(s):  
Job Satisfaction ◽  
Sexual Harassment ◽  
Work Motivation ◽  
Working Women ◽  
Job Dissatisfaction ◽  
Public Agency ◽  
Female Employees ◽  
Female Lawyers ◽  
Using Data ◽  
Overall Job Satisfaction

Using data from the American Bar Association's National Survey of Career Satisfaction/Dissatisfaction (1990), the authors estimate the incidence and impact of sexual harassment in the legal profession. Nearly two-thirds of female lawyers in private practice and nearly half of those in corporate or public agency settings reported either experiencing or observing sexual harassment by male superiors, colleagues, or clients during the two years prior to the survey. Female lawyers who had experienced or observed sexual harassment by male superiors or colleagues reported lower overall job satisfaction than did those who had not, as well as a greater intention to quit. The authors speculate that employers and coworkers may sometimes be able to sexually harass female employees in ways or degrees that are not sanctionable but that induce the victims to quit. Sexual harassment may contribute to an undetermined extent to many aspects of women's employment experience, including absenteeism, turnover, productivity rates and work motivation, job dissatisfaction, and unemployment. —MacKinnon, Sexual Harassment of Working Women

scholarly journals Pengaruh Kualitas Pelayanan dan Motivasi Kerja terhadap Kinerja Melalui Kepuasan Kerja Pegawai Pada Kantor BPPRD Palangka Raya

2020 ◽  
Vol 1 (3) ◽  
pp. 179-186
Author(s):  
Reiny Irianti Poetri ◽  
Bambang Mantikei ◽  
Thresia Kristiana
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Path Analysis ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Service Staff ◽  
And Performance

Government agencies' service standards have been established based on MENPAN Decree No. 25/2004. Therefore it is necessary to review the giving of work motivation, so that job satisfaction and performance can be improved again. The purpose of this research is to measure and analyze the direct and indirect effects of service quality, work motiva-tion, on job satisfaction and performance and to measure and analyze the direct influence and indirect effect between job satisfactions on employee performance. The sample of the study consisted of 200 people taxpayers service staff Palangka Raya BPPRD Office. Research data in the form of primary and secondary data obtained through observation and questionnaires. Data were analyzed using path analysis, while the job satisfaction variable was an intervening varia-ble and performance was the dependent variable (the dependent variable). From the results of path analysis where the direct effect between service quality on job satisfaction and on performance has a significant effect, and work motiva-tion on job satisfaction is not significant. While the indirect effect (indirect effects) quality of service on performance through job satisfaction with a coefficient of 0.115 is greater than work motivation on performance through job satis-faction by 0.030, meaning that work motivation on performance through job satisfaction has a non-significant effect.

scholarly journals The Effect of Leadership, Organisational Culture and Work Motivation on Job Satisfaction and Job Performance among Civil Servants in Maros District Technical Working Unit

2017 ◽  
Author(s):  
Dahlan Habba ◽  
Basri Modding ◽  
Muh. Jobhaar Bima ◽  
Jamaluddin Bijang
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Performance ◽  
Significant Role ◽  
Work Motivation ◽  
Organisational Culture ◽  
Civil Servants ◽  
The Creation ◽  
And Performance ◽  
High Level

This study was analyzes the effect of leadership, organizational culture and work motivation on job satisfaction and performance of employees in the Maros technical working units. 245 civil servants were included in this study sample. The results of hypothesis testing with support Analysis of Moment Structures Ver.20 provides evidence that leadership and organizational culture are well proven to increase job satisfaction, but was unable to encourage the creation of civil servants performance. Job satisfaction has no significant role in explaining the influence of leadership and organizational culture on civil servants performance. A civil servant work motivation is at a high level is proven to increase job satisfaction and create improved civil servants performance. Job satisfaction has a significant role in explaining the effect of work motivation on civil servants performance. The High level of civil servants job satisfaction is what determines the creation of civil servants performance.

scholarly journals PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASI, DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN

2018 ◽  
Vol 16 (4) ◽  
pp. 473-486
Author(s):  
Zainul Arifin Noor
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Work Motivation ◽  
Equation Modeling ◽  
Human Resources Development ◽  
Working Performance ◽  
And Performance

This research aims to test and prove the influence of organizational culture, organizational commitment, and motivation of work towards job satisfaction and performance of employees of PT Indofood Sukses Makmur Tbk Kalimantan. The population in this study were employees of PT Indofood Sukses Makmur Tbk Kalimantan some 392 employees originating from the manufacturing, human resources development, marketing, and accounting. Using the formula, the respondent elected slovin as samples of 50.5% of the number of 198 employees originating from the manufacturing of 155 employees, human resources a number of 19 employees, marketing a number of 14 employees, and accounting of 10 employees. Based on the results of data analysis using Structural Equation Modeling (SEM) through AMOS 16.0, the results showed the 7 proposed hypotheses, there is a significant hypothesis 6 or received and there is a rejected hypothesis 1. As for the hypothesis is a hypothesis accepted: 1. Organizational culture affect significantly to job satisfaction of employees. Hypothesis 2. Organizational commitment affect significantly to job satisfaction of employees, the hypothesis 3. Influential work motivation significantly to job satisfaction of employees, hypothesis 4. Organizational culture affect significantly the performance of employees, the hypothesis 6. Significant impact on the motivation of working performance of employees, and hypotheses 7. Job satisfaction influence significantly the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan. The hypothesis was rejected while the 1 is the hypothesis that 5 has no effect on the Organization's commitment to the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan

scholarly journals Job characteristics of a Malaysian bank’s anti-money laundering system and its employees’ job satisfaction

F1000Research ◽  
2021 ◽  
Vol 10 ◽  
pp. 1052
Author(s):  
Rathimala Kannan ◽  
Yonesh Reddiar ◽  
Kannan Ramakrishnan ◽  
Marrynal S Eastaff ◽  
Shobana Ramesh
Keyword(s):  
Job Satisfaction ◽  
Money Laundering ◽  
Employee Satisfaction ◽  
Job Characteristics ◽  
Cross Sectional Study ◽  
Financial Risks ◽  
Cross Sectional ◽  
Effective Manner ◽  
Task Identity ◽  
Job Diagnostic Survey

Background: Banks and financial institutions are vulnerable to money laundering (ML) as a result of crime proceeds infiltrating banks in the form of significant cash deposits. Improved financial crime compliance processes and systems enable anti-ML (AML) analysts to devote considerable time and effort to case investigation and process quality work, thereby lowering financial risks by reporting suspicious activity in a timely and effective manner. This study uses Job Characteristics Theory (JCT) to evaluate the AML system through the job satisfaction and motivation of its users. The purpose of this study is to determine how satisfied AML personnel are with their jobs and how motivated they are to work with the system. Methods: This cross-sectional study used JCT to investigate the important elements impacting employee satisfaction with the AML system. The five core dimensions of the job characteristics were measured using a job diagnostic survey. The respondents were employees working in the AML department of a Malaysian bank, and the sample group was chosen using a purposive sampling approach. A total of 100 acceptable replies were gathered and analysed using various statistical approaches. A motivating potential score was generated for each employee based on five main job characteristics. Results: Findings revealed that five core job characteristics, namely, skill diversity, task identity, task importance, autonomy and feedback, positively influence the AML system employees’ job satisfaction. However, skill variety and autonomy are found to be low, which are reflected in the poor motivating potential score. Conclusion: This study examined the characteristics of the AML system and its users’ job satisfaction. Findings revealed that task significance is the most widely recognised characteristic, followed by feedback and task identity. However, there is a lack of skill variety and autonomy, which must be addressed to improve employee satisfaction with the AML system.

DETERMINAN KINERJA PEGAWAI: PERAN BEBAN KERJA, MOTIVASI DAN KEPUASAN KERJA

2019 ◽  
Vol 4 (2) ◽  
pp. 287-294
Author(s):  
Aris Hidayat Kurniawan ◽  
Sri Lestari Prasilowati ◽  
Suyanto Suyanto
Keyword(s):  
Job Satisfaction ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
High Category ◽  
Job Motivation ◽  
And Performance ◽  
Category Base

This study aims to examine the relationship perceived high workload, job motivation and job satisfaction on performance. Research conducted at the Office of Cileungsi First’th Tax Service by taking 89 employees as the research sample. Quantitative research was conducted by describing and verification data. Multiple linear regression analysis is the statistic approach to data analysis. The study produced three major findings consistent with the hypothesis put forward, that is: (1) the workload of employees are in the high category, (2) work motivation is in the high category, 3) job satisfaction is in the high category and the performance is in the medium category. Base on research finding, in order to increase employee performance, can be done by managing the workload of employees, increase work motivation and increase job satisfaction. Keywords : Workload, Job Motivation, Job Satisfaction and Performance

scholarly journals PENGARUH MOTIVASI KERJA, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA KARYAWAN SERTA KINERJA PERUSAHAAN PT. ERHA CLINIC INDONESIA

2018 ◽  
pp. 2493
Author(s):  
I Gusti Ayu Ari Agustini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Motivation ◽  
Descriptive Analysis ◽  
Leadership Skills ◽  
Equation Modeling ◽  
Employee Job Satisfaction ◽  
And Performance ◽  
The Relationship

The purpose of this study is to investigate the relationship between work motivation, leadership, organizational culture, employee satisfaction and its influence on the performance of the company PT. Erha Clinic Indonesia. To answer these research purposes, then an examination of the whole employees of PT. Erha Clinic Indonesia, amounting to 112 people. The method used is descriptive analysis and analysis of structural equation modeling (SEM).  Based on the results of analysis show that motivation, leadership, and organizational culture has a significant impact on job satisfaction of employees of PT. Erha Clinic Indonesia. The result of the analysis also states work motivation, leadership, organizational culture, and employee job satisfaction significantly influences the performance of the company PT. Erha Clinic Indonesia. The implications of this research is to improve leadership skills and organizational cultures that exist, so that aspects of employee job satisfaction can be met, because in general a high employee job satisfaction will increase their work motivation and performance.

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