Salaried contracts in UK general practice: a study of job satisfaction and stress

2002 ◽  
Vol 7 (1) ◽  
pp. 26-33 ◽  
Author(s):  
Toby Gosden ◽  
Jacky Williams ◽  
Roland Petchey ◽  
Brenda Leese ◽  
Bonnie Sibbald
Keyword(s):  
Job Satisfaction ◽  
Selection Bias ◽  
Working Hours ◽  
Confounding Factors ◽  
Fee For Service ◽  
Payment Systems ◽  
Standard Contract ◽  
Stress Levels ◽  
Two Factors ◽  
Using Data

Objectives: To compare job satisfaction and stress levels of general practitioners (GPs) employed on salaried contracts with GPs on a 'standard' performance-related contract paid by fee-for-service and capitation. Methods: Job satisfaction and stress levels were assessed using data from two postal surveys of GPs: a national survey of 'standard' contract GPs carried out in 1998; and a survey of salaried GPs and their non-salaried GP employers in 1999. Differences in satisfaction and stress scores were assessed by t-tests; regression analysis was used to control for confounding factors and possible selection bias. Results: We achieved a response rate of 77% in the 1999 survey of salaried and non-salaried GPs; 48% of 'standard' contract GPs responded in the 1998 survey. We found that salaried GPs were as satisfied overall as both non-salaried GP employers and GPs on the 'standard' contract, even after controlling for confounding factors and selection bias. Salaried GPs were more satisfied with their remuneration, working hours and the recognition they got for their work. They experienced more stress with two factors but less stress with 19 factors compared with the 'standard' contract GPs. Conclusions: Overall job satisfaction levels among salaried doctors were similar to those of doctors on contracts paid by mixed fee-for-service and capitation. Future studies of job satisfaction levels under different doctor payment systems need to take account of the extent to which doctors have preferences for different types of contract if they are to derive unbiased results.

scholarly journals Work satisfaction of the self-employed

2016 ◽  
Vol 17 (2) ◽  
pp. 89-99 ◽  
Author(s):  
Natalie Sappleton ◽  
Fernando Lourenço
Keyword(s):  
Job Satisfaction ◽  
Work Satisfaction ◽  
Working Hours ◽  
European Social Survey ◽  
The Self ◽  
Social Survey ◽  
Self Employment ◽  
Final Sample ◽  
Using Data ◽  
Occupational Settings

Studies on segregation in employment are suggestive of higher levels of job satisfaction in female-dominated occupational settings. This research investigates whether this effect is replicated in self-employment. We explore whether satisfaction differentials are related to differences in autonomy and working hours. Our hypotheses are tested using data from the European Social Survey. The final sample consists of 1079 males and 326 females. Our research suggests that differences in job satisfaction among self-employed men and women should not be attributed to gender but to gender composition of sector. Our study contributes to our understanding of gender within a sectoral perspective and the significance of work autonomy and level of working hours to improve work satisfaction of the self-employed.

scholarly journals Job Satisfaction and Alcohol Consumption: Empirical Evidence from China

2022 ◽  
Vol 19 (2) ◽  
pp. 933
Author(s):  
Yuna Ma ◽  
Jiafeng Gu ◽  
Ruixi Lv
Keyword(s):  
Job Satisfaction ◽  
Alcohol Consumption ◽  
Panel Study ◽  
Working Hours ◽  
Social Determinant ◽  
Alcohol Policy ◽  
Working Environment ◽  
Policy Improvement ◽  
Improvement Programs ◽  
Using Data

Despite growing attention to job satisfaction as a social determinant of alcohol-related behaviors, few studies focus on its diverse impacts on alcohol consumption. Using data from the China Family Panel Study in 2018, this study uses logistic regression analysis to examine how job satisfaction affects alcohol consumption in China, finding that people who were satisfied with their jobs were more likely to be regularly drinking. Employed people who were satisfied with their working environment and working hours were more likely to regularly drink, but those who were satisfied with their wages and working security were less likely to be regularly drinking. Findings suggest that the link between job satisfaction and alcohol consumption is dynamic. Employment policies, working wellbeing improvement programs, and alcohol policy improvement should, therefore, be designed on the basis of a comprehensive account of entire job-related attitudes.

The role of corporate investment in social responsible practices in the promotion of employees’ organizational citizenship behaviour

2014 ◽  
Author(s):  
Ana Patrícia Duarte ◽  
José Gonçalves das Neves
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Economic Uncertainty ◽  
Socially Responsible ◽  
Organizational Survival ◽  
Current Scenario ◽  
Reducing Costs ◽  
Using Data ◽  
Airline Company

In the current scenario of economic uncertainty, where many organizations struggle harder for reducing costs while improving their competitiveness, employees’ organizational citizenship behaviours might have an enhanced importance for organizational survival and success. A model proposing that corporate engagement in internal socially responsible practices enhances employees’ job satisfaction and consequently increases employees’ extra-role behaviours was tested. Using data obtained from a sample of employees from an airline company (n=133), the model was examined and supported. We have therefore concluded that organizations may foster employees’ extra-role behaviours by investing in corporate socially responsible practices that signal corporate concern with employees and promote job satisfaction.

Workplace disability and job satisfaction in Britain: A co-worker test?

2021 ◽  
pp. 0143831X2110142
Author(s):  
Getinet Astatike Haile
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Organisational Culture ◽  
Seemingly Unrelated Regression ◽  
Unrelated Regression ◽  
Significant Negative Relationship ◽  
Using Data

The article examines the link between workplace disability (WD) and workplace job satisfaction (JS) using data from WERS2011. Controlling for a rich set of workplace characteristics including organisational culture, the study finds a significant negative relationship between JS and the share of disabled respondents within workplaces. Notably, Seemingly Unrelated Regression (SUR)-based analysis distinguishing between disabled and non-disabled respondents reveals that the negative relationship found is specific to non-disabled respondents. Moreover, disability equality policies are found to be significantly positively related with disabled respondents’ JS while they are negatively related with the JS of their non-disabled counterparts. The article ponders if there is a co-worker aspect to the WD–JS link and whether HR policies may need to take heed of co-worker dynamics in this respect.

Assessing the Job Satisfaction of Registered Nurses Using Sentiment Analysis and Clustering Analysis

2021 ◽  
pp. 107755872110352
Author(s):  
Matthew Jura ◽  
Joanne Spetz ◽  
Der-Ming Liou
Keyword(s):  
Job Satisfaction ◽  
Registered Nurses ◽  
Sentiment Analysis ◽  
Support Services ◽  
Clustering Analysis ◽  
Multivariate Analyses ◽  
Free Text ◽  
Registered Nursing ◽  
High Satisfaction ◽  
Using Data

Job satisfaction is a critical component of the professional work environment and is often ascertained through surveys that include structured or open-ended questions. Using data from 24,543 respondents to California Board of Registered Nursing biennial surveys, this study examines the job satisfaction of registered nurses (RNs) by applying clustering analysis to structured job satisfaction items and sentiment analysis to free-text comments. The clustering analysis identified three job satisfaction groups (low, medium, and high satisfaction). Sentiment analysis scores were significantly associated with the job satisfaction groups in both bivariate and multivariate analyses. Differences between the job satisfaction clusters were mostly driven by satisfaction with workload, adequacy of the clerical support services, adequacy of the number of RN staff, and skills of RN colleagues. In addition, there was dispersion in satisfaction related to involvement in management and policy decisions, recognition for a job well done, and opportunities for professional development.

Mediator Analysis of Job Satisfaction: Relationship between Servant Leadership and Employee Engagement

Metamorphosis ◽  
2018 ◽  
Vol 17 (2) ◽  
pp. 76-85 ◽  
Author(s):  
Prabhjot Kaur
Keyword(s):  
Job Satisfaction ◽  
Quantitative Analysis ◽  
Servant Leadership ◽  
Employee Engagement ◽  
Service Provider ◽  
Insurance Companies ◽  
Servant Leaders ◽  
Call Centres ◽  
Using Data ◽  
Satisfaction Relationship

Servant leaders attempt altruistically and selflessly to help others before themselves, believe in developing their followers to their greatest potential, and seek to benefit the wider community. The main purpose of the present article is to examine servant leadership as the antecedent to employee engagement, mediated by job satisfaction, in Punjab, using data from 190 employees from different service provider companies (banks, colleges, call centres, insurance companies). Quantitative analysis shows that when employees observe positive levels in servant leadership, they are fundamentally encouraged towards exercising significantly higher levels of engagement and satisfaction.

Is more always good? Over-education, job satisfaction and wages on the Czech labor market

2015 ◽  
Vol 37 (3) ◽  
pp. 403-414
Author(s):  
Raufhon Salahodjaev
Keyword(s):  
Job Satisfaction ◽  
Labor Market ◽  
Negative Impact ◽  
Labor Market Outcomes ◽  
Wage Penalty ◽  
Market Outcomes ◽  
Research Attention ◽  
Considerable Research ◽  
Significant Negative Impact ◽  
Using Data

The notion of over-education has drawn considerable research attention since the work of Freeman (1976). This study provides evidence that education match matters for labor market outcomes. Using data from the REFLEX survey, we find that over-education and over-skilling has a significant negative impact on wages and job satisfaction in the Czech labor market. Secondly, we find that the wage penalty is stronger for female respondents. In contrast, overskilled and overeducated men are more dissatisfied than women.

Fatigue Characteristics of Open-End Thick-Walled Cylinders Under Cyclic Internal Pressure

1963 ◽  
Vol 85 (4) ◽  
pp. 555-565 ◽  
Author(s):  
T. E. Davidson ◽  
R. Eisenstadt ◽  
A. N. Reiner
Keyword(s):  
Fatigue Crack ◽  
Internal Pressure ◽  
Stress Level ◽  
Cyclic Stress ◽  
Diameter Ratio ◽  
Tensile Fatigue ◽  
Stress Levels ◽  
Fatigue Characteristics ◽  
Using Data ◽  
Rate Of Improvement

Thick-walled cylinder fatigue data due to cyclic internal pressure for open-end cylinders in the range of 103 to 105 cycles to failure and having a diameter ratio of 1.4 to 2.0 at a nominal yield strength of 160,000 pounds per square inch is presented. Discussed and also presented are the effects of autofrettage on the fatigue characteristics of thick-walled cylinders. Autofrettage substantially enhances fatigue characteristics at stress levels below the corresponding overstrain pressure, the degree of improvement increasing the decreasing stress levels. The rate of improvement in fatigue characteristics increases significantly with diameter ratio in autofrettaged cylinders up to a diameter ratio of 1.8–2.0 and to a much smaller degree in the nonautofrettaged condition. The rate of improvement of fatigue characteristics above 2.0 is the same for both the autofrettaged and nonautofrettaged cases. It is shown that thermal treatment of 675 F for 6 hours after autofrettage does not affect fatigue characteristics and that there is a correlation between the cyclic-stress level and the area and depth of the fatigue crack to the point of ductile rupture. The depth of the fatigue crack decreases with increasing cyclic-stress level. A means for using data from a unidirectional tensile fatigue test to predict the fatigue characteristics of thick-walled cylinders is discussed.

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