A Descriptive Study of Transplant Coordinator Job Satisfaction

2021 ◽  
pp. 152692482110246
Author(s):  
Stacee M. Lerret ◽  
Gail Stendahl ◽  
Susan Alexander ◽  
Amanda Pendegraft ◽  
Haley Hoy
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Research Question ◽  
Hospital Setting ◽  
The United States ◽  
Full Time ◽  
Female Population ◽  
Substantial Growth ◽  
Study Participants ◽  
Personal Fulfillment

Introduction: Substantial growth in the field of transplantation in recent years has increased the need for transplant coordinators. The growing need for these highly skilled clinicians warrants a review of characteristics that increase job satisfaction, an important consideration for transplant centers. Research question: The study described transplant coordinators’ perceptions of job satisfaction in their current positions. Design: This study evaluated transplant coordinator job satisfaction conducted on 3 separate occasions at US geographically diverse sites. Two instruments, the Vermont Nurses: Job Analysis and Retention Survey and an investigator-designed role and demographic survey, were used to capture study participants’ attitudes regarding elements of job satisfaction, design, and involvement. Results: Demographic characteristics of study participants (N = 133) reveal a largely female population (n = 113, 85%) employed full time (n = 124, 93%) in a hospital setting (n = 106, 80%). Scores for items related to job satisfaction, design, and involvement were generally positive. Participants reported being less satisfied for characteristics including promotion opportunities, fringe benefits, and attention to career development provided by employers. Conclusion: As annual rates of transplants continue to increase across the United States, the need for growing and retaining talented staff in transplant care settings is even more critical. Results of the study suggest that while transplant coordinators remain largely satisfied with the challenges and personal fulfillment associated with their positions, opportunities for professional development may improve retention and recruitment. Specifically, supporting career development and providing formalized evaluation and supervision were identified as areas of improvement within this specialized group of clinicians.

Professional values, job satisfaction, career development, and intent to stay

2016 ◽  
Vol 24 (6) ◽  
pp. 675-685 ◽  
Author(s):  
Susan Yarbrough ◽  
Pam Martin ◽  
Danita Alfred ◽  
Charleen McNeill
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Career Development ◽  
Intent To Stay ◽  
The United States ◽  
Early Career ◽  
Professional Values ◽  
Convenience Sample ◽  
Hospital System ◽  
The Future

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.

The Possibility of Promotion: How Race and Gender Predict Promotion Clarity for Associate Professors

2019 ◽  
Vol 121 (5) ◽  
pp. 1-28
Author(s):  
Amanda M. Kulp ◽  
Lisa E. Wolf-Wendel ◽  
Daryl G. Smith
Keyword(s):  
Research Question ◽  
The United States ◽  
Associate Professor ◽  
Faculty Members ◽  
Academic Disciplines ◽  
Full Professor ◽  
National Study ◽  
Institutional Characteristics ◽  
Full Time ◽  
Underrepresented Minority

Background/Context The research on promotion to full professor is sparse. Research that does exist has largely emerged from single campuses and studies conducted through disciplinary associations. Extant studies strongly suggest the presence of equity issues in advancement throughout the academic pipeline. Our study uses cross-institutional results to offer analysis of and potential solutions for the problem. Purpose/Objective/Research Question We explore the extent to which tenured faculty members at four-year postsecondary institutions are clear about their prospects of being promoted to full professor and how their background characteristics, institutional characteristics, and satisfaction with various aspects of academic work predict their perceptions of promotion clarity. We are focused on whether cultural taxation in the form of heavy service and advis-ing—often associated with underrepresented minority faculty and women faculty—is a factor. We examine the influence of ideal-worker norms and work/family demands on perceptions of promotion clarity. Lastly, we focus on the structural elements of the academy to frame the topic, rather than focusing on individual agency. Population/Participants/Subjects This study uses data from the Collaborative on Academic Careers in Higher Education (COACHE) survey, a large, national study of postsecondary faculty. Our sample consists of 3,246 individuals who held full-time, tenured positions as associate professor at four-year institutions when they responded to the surveys between 2010 and 2012. The sample was roughly divided between males (54%) and females (46%), and most faculty were employed at research institutions (59%). The sample was predominantly White (82%). The characteristics of the associate professors in the sample are representative of the larger U.S. faculty population at the time of the survey. Research Design This quantitative study uses descriptive statistics to examine patterns in promotion clarity across various demographic and institutional characteristics. We examine how satisfaction variables intersect with perceptions of promotion clarity for associate professors. Then we conduct a series of linear regression analyses to explore the influence of predictors on associate professors’ sense of clarity about promotion. Conclusions/Recommendations Being unclear about expectations of promotion to full professor is clearly of concern to faculty members at four-year universities in the United States, but it is especially of concern to women. Satisfaction with service is a very important variable in predicting perceptions of promotion clarity. For all associate professors, working at certain types of institutions or in particular academic disciplines had an inverse relationship with promotion clarity. The factors associated with lack of clarity about promotion are more structural than individual.

The Effects of Being Born in the United States on the Job Satisfaction of Asian Americans

2000 ◽  
Vol 87 (1) ◽  
pp. 347-350 ◽  
Author(s):  
Charles N. Weaver
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Asian Americans ◽  
Asian American ◽  
The United States ◽  
The Other ◽  
European American ◽  
Full Time ◽  
European Americans ◽  
The U.S

Analysis of the responses of Asian American ( n = 178), African American ( n = 1,026), and European American ( n = 8,118) full-time workers to 21 nationwide surveys representative of the U.S. labor force from 1972 through 1996 showed the job satisfaction of Asian Americans compared to that of the other two groups was affected by whether subjects were born in the United States. In addition, there were no gender differences in job satisfaction among African Americans and European Americans who were and were not born in the U.S., but there were such differences among Asian Americans.

Exploring generational cohort work satisfaction in hospital nurses

2017 ◽  
Vol 30 (3) ◽  
pp. 233-248 ◽  
Author(s):  
Pamela Ann Gordon
Keyword(s):  
Job Satisfaction ◽  
Work Satisfaction ◽  
Hospital Setting ◽  
Qualitative Inquiry ◽  
South Florida ◽  
Hospital Nurses ◽  
Generational Cohorts ◽  
Full Time ◽  
Generational Cohort ◽  
Content Type

Purpose Although extensive research exists regarding job satisfaction, many previous studies used a more restrictive, quantitative methodology. The purpose of this qualitative study is to capture the perceptions of hospital nurses within generational cohorts regarding their work satisfaction. Design/methodology/approach A preliminary qualitative, phenomenological study design explored hospital nurses’ work satisfaction within generational cohorts – Baby Boomers (1946-1964), Generation X (1965-1980) and Millennials (1981-2000). A South Florida hospital provided the venue for the research. In all, 15 full-time staff nurses, segmented into generational cohorts, participated in personal interviews to determine themes related to seven established factors of work satisfaction: pay, autonomy, task requirements, administration, doctor–nurse relationship, interaction and professional status. Findings An analysis of the transcribed interviews confirmed the importance of the seven factors of job satisfaction. Similarities and differences between the generational cohorts related to a combination of stages of life and generational attributes. Practical implications The results of any qualitative research relate only to the specific venue studied and are not generalizable. However, the information gleaned from this study is transferable and other organizations are encouraged to conduct their own research and compare the results. Originality/value This study is unique, as the seven factors from an extensively used and highly respected quantitative research instrument were applied as the basis for this qualitative inquiry into generational cohort job satisfaction in a hospital setting.

scholarly journals An introduction to the epidemiology and burden of urinary tract infections

2019 ◽  
Vol 11 ◽  
pp. 175628721983217 ◽  
Author(s):  
Martha Medina ◽  
Edgardo Castillo-Pino
Keyword(s):  
Urinary Tract ◽  
Urinary Tract Infections ◽  
Relevant Literature ◽  
Hospital Setting ◽  
The United States ◽  
Adult Women ◽  
Local Data ◽  
Female Population ◽  
Physician Visits ◽  
Tract Infections

Urinary tract infections (UTIs) are the most common outpatient infections, with a lifetime incidence of 50−60% in adult women. This is a narrative review aimed at acting as an introduction to the epidemiology and burden of UTIs. This review is based on relevant literature according to the experience and expertise of the authors. The prevalence of UTI increases with age, and in women aged over 65 is approximately double the rate seen in the female population overall. Etiology in this age group varies by health status with factors such as catheterization affecting the likelihood of infection and the pathogens most likely to be responsible. In younger women, increased sexual activity is a major risk factor for UTIs and recurrence within 6 months is common. In the female population overall, more serious infections such as pyelonephritis are less frequent but are associated with a significant burden of care due to the risk of hospitalization. Healthcare-associated UTIs (HAUTIs) are the most common form of healthcare-acquired infection. Large global surveys indicate that the nature of pathogens varies between the community and hospital setting. In addition, the pathogens responsible for HAUTIs vary according to region making adequate local data key to infection control. UTIs create a significant societal and personal burden, with a substantial number of medical visits in the United States every year being related to UTIs. European data indicate that recurrent infections are related to increased absenteeism and physician visits. In addition, quality of life measures are significantly impacted in women suffering from recurrent UTIs. Data suggest that nonantimicrobial prophylactic strategies offer an opportunity to reduce both the rate of UTIs and the personal burden experience by patients.

Expanding Roles of Healthcare Epidemiology and Infection Control in Spite of Limited Resources and Compensation

2010 ◽  
Vol 31 (2) ◽  
pp. 127-132 ◽  
Author(s):  
Sharon B. Wright ◽  
Belinda Ostrowsky ◽  
Neil Fishman ◽  
Valerie M. Deloney ◽  
Leonard Mermel ◽  
...  
Keyword(s):  
Infection Control ◽  
Emergency Preparedness ◽  
Hospital Setting ◽  
The United States ◽  
Median Number ◽  
Full Time ◽  
Master Of Public Health ◽  
Infection Control Practitioner ◽  
Survey Responses ◽  
Healthcare Epidemiology

Objective.Data on the resources and staff compensation of hospital epidemiology and infection control (HEIC) departments are limited and do not reflect current roles and responsibilities, including the public reporting of healthcare-associated infections. This study aimed to obtain information to assist HEIC professionals in negotiating resources.Methods.A 28-question electronic survey was sent via e-mail to all Society for Healthcare Epidemiology of America (SHEA) members in October 2006 with the use of enterprise feedback management solution software. The survey responses were analyzed using Microsoft Excel.Results.Responses were received from 526 (42%) of 1,255 SHEA members. Of the respondents, 84% were doctors of medicine (MDs) or doctors of osteopathy (DOs), 6% were registered nurses, and 21% had a master of public health or master of science degree. Sixty-two percent were male (median age range, 50-59 years). Their practice locations varied across the United States and internationally. Two-thirds of respondents practiced in a hospital setting, and 63% were the primary or associate hospital epidemiologist. Although 91% provided HEIC services, only 65% were specifically compensated. In cases of antimicrobial management, patient safety, employee health, and emergency preparedness, 75%-80% of respondents provided expertise but were compensated in less than 25% of cases. Of the US-based MD and DO respondents, the median range of earnings was $151,000-$200,000, regardless of their region (respondents selected salary ranges instead of specifying their exact salaries). Staffing levels varied: the median number of physician full-time equivalents (FTEs) was 1.0 (range, 1-5); only about 25% of respondents had 3 or more infection control practitioner FTEs.Conclusions.Most professionals working in HEIC have had additional training and provide a wide, growing range of services. In general, only traditional HEIC work is compensated and at levels much less than the time dedicated to those services. Most HEIC departments are understaffed. These data are essential to advocate for needed funding and resources as the roles of HEIC departments expand.

scholarly journals An Investigation of Nurses’ Job Satisfaction in a Private Hospital and Its Correlates

2016 ◽  
Vol 10 (1) ◽  
pp. 99-112 ◽  
Author(s):  
Wai-Tong Chien ◽  
Sin-Yin Yick
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Private Hospital ◽  
Demographic Data ◽  
Hospital Setting ◽  
Public Hospitals ◽  
Intention To Quit ◽  
Survey Study ◽  
Professional Status ◽  
Full Time

Background:Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries.Aims:To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction.Design:A cross-sectional, descriptive survey study was conducted.Methods:By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data.Results:With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and ‘Autonomy’.Conclusion:The findings suggest that the nurses in the private hospital are moderately stressful and satisfied with their work environment and relationships. A few socio-demographic characteristics of these nurses such as their age and years of clinical experiences were associated with their levels of job satisfaction and/or stress. The findings provided information for private hospitals and healthcare organizations about the need and areas for improvement of nurse’s job satisfaction, thus strengthening their recruitment and retention.

scholarly journals Effects of a Dedicated Inpatient Diabetes Management Service on Glycemic Control in a Community Hospital Setting

2021 ◽  
pp. 193229682199319
Author(s):  
Andrew P. Demidowich ◽  
Kristine Batty ◽  
Teresa Love ◽  
Sam Sokolinsky ◽  
Lisa Grubb ◽  
...  
Keyword(s):  
Glycemic Control ◽  
Community Hospital ◽  
Diabetes Management ◽  
Hospital Setting ◽  
The United States ◽  
Cost Of Care ◽  
Management Service ◽  
Full Time ◽  
Inpatient Diabetes ◽  
Inpatient Diabetes Management

Background: Community hospitals account for over 84% of all hospitals and over 94% of hospital admissions in the United States. In academic settings, implementation of an Inpatient Diabetes Management Service (IDMS) model of care has been shown to reduce rates of hyper- and hypoglycemia, hospital length of stay (LOS), and associated hospital costs. However, few studies to date have evaluated the implementation of a dedicated IDMS in a community hospital setting. Methods: This retrospective study examined the effects of changing the model of inpatient diabetes consultations from a local, private endocrine practice to a full-time endocrine hospitalist on glycemic control, LOS, and 30-day readmission rates in a 267-bed community hospital. Results: Overall diabetes patient days for the hospital were similar pre- and post-intervention (20,191 vs 20,262); however, the volume of patients seen by IDMS increased significantly after changing models. Rates of hyperglycemia decreased both among patients seen by IDMS (53.8% to 42.5%, P < .0001) and those not consulted on by IDMS (33.2% to 29.9%; P < .0001). When examined over time, rates of hypoglycemia steadily decreased in the 24 months after dedicated IDMS initiation ( P = .02); no such time effect was seen prior to IDMS ( P = .34). LOS and 30DRR were not significantly different between IDMS models. Conclusions: Implementation of an endocrine hospitalist-based IDMS at a community hospital was associated with significantly decreased hyperglycemia, while avoiding concurrent increases in hypoglycemia. Further studies are needed to investigate whether these effects are associated with improvements in clinical outcomes, patient or staff satisfaction scores, or total cost of care.

scholarly journals The Benefit of Utilizing Brain-Based Learning in Higher Education Online Environments

2019 ◽  
Vol 8 (1) ◽  
Author(s):  
Renee Winter
Keyword(s):  
Higher Education ◽  
Research Question ◽  
The United States ◽  
Full Time ◽  
Online Faculty ◽  
Beliefs And Practices ◽  
Learning Techniques ◽  
Significant Difference ◽  
Brain Based Learning ◽  
Face To Face Instruction

Higher education has experienced a significant transformation from traditional face-to-face instruction to online instruction. The purpose of this quantitative causal-comparative study was to determine to what extent postsecondary online faculty utilized brain-based learning techniques as part of their academic practices in the online asynchronous learning environment and to assess differences in the use of these techniques between online full-time and online adjunct faculty employed by two public universities and one private university located in the Southwest region of the United States. The theoretical framework of Hart’s (1983) brain-based learning theory (BBLT) informed this study. The sample consisted of 539 accepted and completed surveys. The participants completed 55 questions based on brain-based learning. Quantitative data were collected using Klinek’s (2009) questionnaire about brain-based learning knowledge, beliefs, and practices. The data from the questionnaire measured the online faculty’s knowledge, beliefs, and practices of brain-based learning techniques. The data were analyzed using descriptive information about the sample computing frequencies of the variables. Cronbach’s alpha reliabilities were conducted to complete the descriptive statistics for the first research question. The statistical analysis used for research question two and three was Multivariate Analysis of Variance (MANOVA) using a 2×2 factorial design to test the hypotheses. The researcher found that there was a significant difference between the BBLT practices of the online faculty from public (M = 3.45) and private universities (M = 3.28), F (1, 294) = 1.62, p = .004, ŋ2 = .044. The study revealed that there is a lack of knowledge about BBLT supporting the need for professional development and training.

Family matters: The impact of family functioning on co-worker outcomes

2020 ◽  
pp. 001872672093006
Author(s):  
Merideth J Thompson ◽  
Dawn S Carlson ◽  
K Michele Kacmar
Keyword(s):  
Job Satisfaction ◽  
Family Functioning ◽  
Organizational Citizenship ◽  
The United States ◽  
Task Interdependence ◽  
Full Time ◽  
Mediated Effects ◽  
Family Balance ◽  
Work Family ◽  
The Impact

Does family really matter when it comes to work? To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdependence moderates the mediated effects of WFB on the relationship between family functioning and these outcomes. Our sample was 226 married job incumbents living in the United States who work full time, along with responses from both their spouses and co-workers. We found that WFB mediates family functioning’s relationship with the co-worker’s job satisfaction, job incumbent’s incivility, and job incumbent’s task-focused organizational citizenship behaviors. Task interdependence moderated family functioning’s indirect effect on co-worker job satisfaction and the incumbent’s incivility through WFB. There were no significant effects of job incumbent family functioning on co-worker organizational commitment. Thus, family does matter as positive family functioning not only allows the employee to reap the benefit of WFB, but also co-workers benefit through increased job satisfaction and the job incumbent performing more helpful and collegial behavior toward the co-worker.

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