The Effect of Educational Background as Antecedent on the Job Satisfaction of Advertising Creatives

Objective: To assess the critical care nurses’ perception of their caring behaviors and factors affecting these behaviors.Methods: Participants of this descriptive correlational exploratory study included 277 critical care nurses selected conveniently from nurses worked in all critical care units in King Khalid Hospital, Jeddah. A self-reported questionnaire namely, “Critical Care Nurses Caring Behavior Perception” developed by the researchers after reviewing related literature was used to assess caring behaviors and their affecting factors as perceived by critical care nurses.Results: Seventy percent of the nurses aged between 31 to 50 years old and more than half of nurses had ICU experience ranged from 6 to 10 years, while two thirds of nurses had no previous training about caring behaviors. The study findings revealed that the majority of nurses had high scores of perceived caring behaviors, whereas the mean of their perception was 296.96 ± 18.32. There was a statistical significant positive relationship between nurses’ perception and their work circumstances, workload, job satisfaction, educational background and patient characteristics.Conclusions: It is important to consider critical units’ circumstances, nurses’ educational background, job satisfaction, as well as the nature of critically ill patients in order to promote nurses awareness and implementation of caring behaviors. Moreover, replication of the current study using qualitative approach for in-depth analysis of the impact of factors could affecting caring behaviors on nurses’ perception in various highly specialized critical care units.

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Overeducation and job satisfaction: the role of job demands and control

International Journal of Manpower ◽

10.1108/ijm-04-2014-0106 ◽

2016 ◽

Vol 37 (3) ◽

pp. 456-473 ◽

Cited By ~ 6

Author(s):

Dieter Verhaest ◽

Elsy Verhofstadt

Keyword(s):

Job Satisfaction ◽

Job Demands ◽

Well Being ◽

Educational Background ◽

Skilled Workers ◽

Content Type ◽

Compensation Mechanisms ◽

And Control ◽

The Relationship

Purpose – The purpose of this paper is to investigate how job demands and control contribute to the relationship between overeducation and job satisfaction. Design/methodology/approach – The analysis is based on data for Belgian young workers up to the age of 26. The authors execute regression analyses, with autonomy, quantitative demands and job satisfaction as dependent variables. The authors account for unobserved individual heterogeneity by means of panel-data techniques. Findings – The results reveal a significant role of demands and control for the relationship between overeducation and job satisfaction. At career start, overeducated workers have less control than adequately educated individuals with similar skills levels, but more control than adequately educated employees doing similar work. Moreover, their control increases faster over the career than that of adequately educated workers with a similar educational background. Finally, demands have less adverse effects on satisfaction for high-skilled workers, irrespective of their match, while control moderates the negative satisfaction effect of overeducation. Research limitations/implications – Future research should look beyond the early career and focus on other potential compensation mechanisms for overeducation. Also the role of underlying mechanisms, such as job crafting, deserves more attention. Practical implications – The results suggest that providing more autonomy is an effective strategy to avoid job dissatisfaction among overeducated workers. Originality/value – The study connects two areas of research, namely, that on overeducation and its consequences and that on the role of job demands and control for workers’ well-being. The results contribute to a better understanding why overeducation persists. Moreover, they are consistent with the hypothesis that employers hire overeducated workers because they require less monitoring and are more able to cope with demands, although more direct evidence on this is needed.

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Two Sides of a Coin: Parental Disease-Specific Training as Seen by Health Care Practitioners and Parents in Pediatric Liver Transplantation

Children ◽

10.3390/children8090827 ◽

2021 ◽

Vol 8 (9) ◽

pp. 827

Author(s):

Johanna Ohlendorf ◽

Luisa Stasch ◽

Ulrich Baumann ◽

Christiane Konietzny ◽

Eva-Doreen Pfister ◽

...

Keyword(s):

Job Satisfaction ◽

Health Care ◽

Liver Transplantation ◽

Parental Knowledge ◽

Educational Background ◽

Parental Training ◽

Health Care Practitioners ◽

Specific Education ◽

Disease Specific

In the absence of widely accepted education standards for parents of children after liver transplantation (LTx), the content and structure of parental training are influenced by health care practitioners’ (HCP) individual knowledge and assessment of the relevance of its contents. This study examines the hypothesis that expectations towards training differ between HCPs and parents, and that the quality of parental training affects the job-satisfaction of HCPs. Attitudes towards disease-specific education were assessed by tailor-made questionnaires in HCPs (n = 20) and parents of children with chronic liver disease or after LTx (n = 113). These were supplemented by focused interviews in n = 7 HCPs and n = 16 parents. Parents were more satisfied with current counseling than HCP. Language barriers and low parental educational background were perceived as obstacles by 43% of HCPs. The quality of parental knowledge was felt to have a strong influence on HCPs job satisfaction. The expectations towards the content of disease-specific education largely overlap but are not synonymous. HCP and parents agreed with regards to the importance of medication knowledge. Parents rated the importance about the meaning of laboratory values and diagnostic procedures significantly higher (3.50 vs. 2.85, p < 0.001 and 3.42 vs. 2.80, p < 0.001) than HCPs. Parents and HCPs would prefer a structured framework with sufficient staff resources for disease-specific counseling.

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Turnover Intention: The Impact of Ethical Climate, Job Satisfaction and Organizational Commitment

RELEVANCE Journal of Management and Business ◽

10.22515/relevance.v3i1.2389 ◽

2020 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Nurtati Nurtati

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Significant Relationship ◽

Turnover Intention ◽

Ethical Climate ◽

Educational Background ◽

Cross Sectional Survey ◽

Design Data ◽

Cross Sectional ◽

The Impact

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

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Workplace Accommodations, Job Performance and Job Satisfaction Among Individuals with Sensory Disabilities

Australian Journal of Rehabilitation Counselling ◽

10.1017/jrc.2013.1 ◽

2013 ◽

Vol 19 (1) ◽

pp. 1-20 ◽

Cited By ~ 6

Author(s):

Shengli Dong ◽

Amy R. Guerette

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Work Performance ◽

Outcome Expectations ◽

Educational Background ◽

Chi Square ◽

Related Services ◽

Job Accommodation ◽

Sensory Disabilities ◽

Workplace Accommodations

This study examined differences between requesters and non-requesters of workplace accommodations in their self-reported job performance and job satisfaction. Participants were 194 individuals with visual and hearing disabilities (females = 67.5%, visual = 53.2%) receiving rehabilitation and related services in the US. They completed a survey on their self-reported accommodation requests, job satisfaction and work performance. Chi square and ANOVA tests were used to compare and contrast the differences. Findings suggest participants with requested accommodations have higher levels on job performance and job satisfaction than non-requesters. Individuals who were more likely to request accommodations were associated with higher educational background, moderate disability severity and higher levels of workplace supports from employers and coworkers. They reported higher knowledge levels on Americans with Disabilities Act and accommodation procedures, and higher outcome expectations and self-efficacies in requesting accommodations. Requesting workplace accommodations is an interactive and multifaceted process that involves various biopsychosocial factors. Rehabilitation professionals should help individuals with sensory disabilities from biopsychosoical perspectives to enhance job accommodation and job satisfaction.

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Job Satisfaction and Associated Factors among Health Care Staff in Township Health Centers—— A Cross-Sectional Survey in Rural Central China

10.21203/rs.3.rs-16168/v1 ◽

2020 ◽

Author(s):

Xuyu Chen ◽

Hui Yao ◽

Li Ran ◽

Wenwen Wu ◽

Yupeng Zhang ◽

...

Keyword(s):

Job Satisfaction ◽

Health Care ◽

Brain Drain ◽

Associated Factors ◽

Educational Background ◽

Health Centers ◽

Central China ◽

Care Staff ◽

Health Care Staff ◽

The Impact

Abstract Background:Township health centers play a cornerstone role in the work of primary health care in China while it’s development is largely limited by the brain drain. Job satisfaction is closely related to brain drain, investigating the relevant factors of job satisfaction can provide strategies to reduce brain drain. The aim of this study was to explore job satisfaction and associated factors among health-care staff in township health centers in Huangpi District. Methods: This research was conducted in Huangpi, China. Convenience sampling methods and self-administereded questionnaires were used. 1370 of valid samples were collected with 97.72% effective rate. Descriptive statistics are used to describe sociodemographic information. The Pearson Chi-square statistical was used to test the binary association between job satisfaction and another categorical variable. All the sociodemographic information was applied to the binary logistic regression model using the stepwise selection method. Results: The mean age was 36.98 (SD=9.84), Factors that affect job satisfaction include educational background (χ2= 7.99, p=0.046), monthly income (χ2= 51.43, p<0.001), hire form (χ2=7.64, p=0.049), hours worked per week (χ2=33.48, p<0.01), parent have had a stable job (χ2= 10.67, p<0.01). Conclusions: Government and management should consider the impact of current policies on job satisfaction to reduce staff’s personal job dissatisfaction, Reducing staff workload, increasing salary and overtime benefits, and promoting the fairness of wage distribution are potential strategies to ameliorate low levels of job satisfaction.

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The effect of HRIS implementation success on job involvement, job satisfaction and work engagement in SMEs

International Journal of Organizational Analysis ◽

10.1108/ijoa-07-2020-2298 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Bassem E. Maamari ◽

Alfred Osta

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Small And Medium Enterprises ◽

Job Involvement ◽

Educational Background ◽

Successful Implementation ◽

Implementation Success ◽

Economic Sectors ◽

Content Type ◽

Medium Enterprises

Purpose The purpose of the study is to highlight the effect of human resources information systems (HRISs) implementation success on the job involvement, job satisfaction and work engagement of the employees in small and medium enterprises (SMEs). Design/methodology/approach Following an investigative study, a quantitative research is done with a positivist approach. A sample of 1,082 responses from 163 SMEs in different economic sectors is analyzed using statistical package for social sciences and structural equation modelling. Findings The results show that HRIS successful implementation explains the variation in job involvement and work engagement to a limited extent while it does highly affect employees’ job satisfaction. Moreover, the correlation between job involvement and both HRIS implementation success and job satisfaction is negative. Research limitations/implications The researchers were not able to conduct intersector analysis for differences among economic sectors. Existing gender differences in job involvement, work engagement and job satisfaction are hinted to and need further analysis. Practical implications The HRIS users with higher educational background tend to display a more open approach toward using the system and seeing the system’s implementation succeed. Tenured managers display low enthusiasm toward HRIS success, although being highly involved and engaged in the SME’s life. This provides for not only a steady work-flow but also fosters resistance to change. The successful implementation of the HRIS is a new dimension in the hands of managers at work, facilitating their supervisor work routines and affecting employees’ satisfaction, involvement and engagement. Social implications The HRIS success allows more flexibility at the supervisor level of daily work, opening a window toward flexible working hours and indirect supervision. It allows users some freedom and flexibility and the application of their own ethical beliefs when self-reporting. Originality/value Although most research looks at corporations and the factors leading to HRIS implementation success, this study goes beyond the implementation to dwell into Small and Medium Enterprises (SMEs), looking at HRIS after its implementation success, as a potential tool for motivating, involving and engaging employees.

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EXPLORING THE DIVERSITY WITHIN THE WORKPLACE OF SMALL FIRMS IN KOGI STATE, NIGERIA

Facta Universitatis Series Economics and Organization ◽

10.22190/fueo200729024n ◽

2021 ◽

pp. 329

Author(s):

Akeem Tunde Nafiu ◽

Unekwu Cynthia Alogwuja ◽

Dare Joseph Enimola

Keyword(s):

Job Satisfaction ◽

Data Analysis ◽

Organizational Performance ◽

Small Firms ◽

Organizational Outcomes ◽

Educational Background ◽

Descriptive Statistics ◽

Significant Positive Effect ◽

Job Experience ◽

Positive Effect

This study aimed at exploring diversity within the workplace of Small Firms in Kogi State, Nigeria. The study used survey research design. Descriptive statistics, mean score from Likert scale, ANOVA and multiple Regressions were used for data analysis. The study found that age has significant effect on job satisfaction of employees; and that religion, educational background and job experience have strong significant effect on small firms’ organizational outcomes in Kogi State. The finding further indicated that gender difference affects organizational performance, job satisfaction, productivity, competitive advantage and customers’ satisfaction. The study concluded that age has significant positive effect on job satisfaction; and other factors such as religion, educational background and job experience of employees only affect the performance of small firms in Kogi State positively. This study therefore recommended that owner-managers of small firms should take cognizance of age as it affects job satisfaction of employees; and should strategically manage factors such as religion, educational background and job experience of employees as they affect performance

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Hubungan Komitmen Organisasi dan Kepuasan Kerja Petani sebagai Fasilitator Pembelajaran di Pusat Pelatihan Pertanian dan Perdesaan Swadaya (P4S) Jawa Barat

Agrikultura ◽

10.24198/agrikultura.v26i2.8464 ◽

2015 ◽

Vol 26 (2) ◽

Author(s):

Ajat Jatnika ◽

Trisakti Haryadi ◽

P. Wiryono

Keyword(s):

Job Satisfaction ◽

High Schools ◽

Organizational Commitment ◽

Local Government ◽

Educational Background ◽

West Java ◽

Training Centre ◽

Research Results ◽

Organization Commitment ◽

Rural Training

ABSTRACTCorrelation between Organization Commitment and Job Satisfaction of Farmers as Active LearningFacilitators in Farmers‟ Agriculture and Rural Training Centre (FARTC), West JavaThe objective of the reaserach was to describe farmers‟ characteristics as facilitators and to analyzethe correlation of organization commitment and job satisfaction of farmers as facilitators in learningactivities at Farmers‟ Agriculture and Rural Training Centre (FARTC). The kind of research wassurvey that 140 farmers as facilitators in FARTCs located in 17 districs in West Java Provinceinvolved. 89% farmers as facilitators are male; 42,14% of them are 32 – 43 years old; 42,14% ofthem are high schools as their educational background; 74,27% of them have experiences infarming activities; 84,29% of them have experiences as facilitators during 0 – 10 years. This studyapplied the quantitave method namely the correlation analyze. The result of correlation analyzesshows that the organizational commitment has a positive correlation with job satisfaction offarmers as facilitators significantly (ρ < 0.01). The research results recommend that themanagement team of P4S and local government officers to maintain and increase the organizationalcommitment and job satisfaction of farmers as facilitators simultaneously to achieve theeffectiveness of FARTCs.Keywords: Organization commitment, job satisfaction, farmer facilitatorABSTRAKTujuan penelitian adalah mendeskripsikan karakteristik petani fasilitator dan menganalisishubungan komitmen dan kepuasan kerja petani fasilitator pembelajaran di Pusat PelatihanPertanian dan Perdesaan Swadaya (P4S). Jenis penelitian adalah survei dengan melibatkan 140orang petani fasilitator P4S di 17 kabupaten di Jawa Barat. Penelitian menerapkan metodekuantitatif korelasional. Karakteristik petani fasilitator P4S di Jawa Barat diantaranya adalah 89%laki-laki, 40% berusia antara 32-43 tahun, 42,14% berlatar belakang pendidikan formal SLTA/SMK,74,27% memiliki pengalaman berusahatani 0-20 tahun, dan 84,29% menjadi fasilitator 0-10 tahun.Hasil penelitian menunjukkan bahwa komitmen dan kepuasan kerja petani fasilitator memilikihubungan yang signifikan pada taraf signifikansi 0,01. Disarankan baik untuk pengurus internalP4S dan instansi pemerintah sebagai pembina untuk mempertahankan dan meningkatkankomitmen organisasi dan kepuasan kerja petani fasilitator secara simultan dari waktu ke waktuguna mewujudkan P4S yang efektif.Kata Kunci: Komitmen organisasi, kepuasan kerja, petani fasilitator

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