Gender differences and job satisfaction: a study of university teachers in the United States

Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

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Gender Differences in Psychiatric and Behavioral Health Burden Among Adults With Alcohol and Other Substance Use Disorders in the United States

Journal of Addiction Medicine ◽

10.1097/adm.0000000000000890 ◽

2021 ◽

Vol Publish Ahead of Print ◽

Author(s):

Taeho Greg Rhee ◽

Robert A. Rosenheck

Keyword(s):

United States ◽

Gender Differences ◽

Substance Use ◽

Behavioral Health ◽

Substance Use Disorders ◽

The United States ◽

Health Burden

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137-01: Gender Differences in the Rates of Hospitalizations for Acute Ischemic Stroke Among Patients with Atrial Fibrillation In The United States: A 15 Year Experience Involving 1.1 Million Patients

EP Europace ◽

10.1093/europace/18.suppl_1.i176b ◽

2016 ◽

Vol 18 (suppl_1) ◽

pp. i176-i176

Author(s):

Ghanshyam Palamaner Subash Shantha ◽

Hardik Doshi ◽

Anita Kumar ◽

Gopi Dandamudi ◽

Prashant Bhave ◽

...

Keyword(s):

United States ◽

Atrial Fibrillation ◽

Gender Differences ◽

Ischemic Stroke ◽

Acute Ischemic Stroke ◽

The United States

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Gendered Religiosity

10.31235/osf.io/r2uen ◽

2017 ◽

Author(s):

Landon Schnabel

Keyword(s):

United States ◽

Gender Differences ◽

Social Identity ◽

General Social Survey ◽

The United States ◽

Future Research ◽

Social Survey ◽

Gender Expression ◽

The Feminine

This study uses measures of cognitive and expressive aspects of gender as a social identity from the General Social Survey to examine whether and how they relate to religiosity. I find that religiosity is clearly gendered, but in different ways for women and men. Consistent with the feminine-typing of religion in the Christian-majority context of the United States, gender expression is linked with more religiousness among women but not men. Consistent with religion being a sometimes patriarchal institution, those with more pride in being men are more religious. I conclude that religiosity is gendered, that degendering and secularization processes could go hand-in-hand, and that future research on gender differences in religiosity should further examine variation among women and among men.

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Individual-Level Determinants of Employee Shirking

Relations industrielles ◽

10.7202/051112ar ◽

2005 ◽

Vol 51 (3) ◽

pp. 468-487 ◽

Cited By ~ 8

Author(s):

Timothy A. Judge ◽

Timothy D. Chandler

Keyword(s):

United States ◽

Job Satisfaction ◽

Health Care ◽

Work Group ◽

Well Being ◽

The United States ◽

Subjective Well Being ◽

Negative Effects ◽

Individual Level ◽

Organization Level

Employee shirking, where workers give less than full effort on the job, has typically been investigated as a construct subject to organization-level influences. Neglected are individual differences that could explain why employees in the same organization or work-group might shirk. Using a sample of workers from the health care profession in the United States, the present study sought to address these limitations by investigating subjective well-being (a dispositional construct), job satisfaction, as well as other indiuidual-level determinants of shirking. Results indicate that whites shirk significantly more than nonwhites, and that subjective well-being, job satisfaction, and age have significant, negative effects on shirking. The implications of these results are discussed.

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