Job Satisfaction and Burnout among Iraqi Physicians : Insight from University Hospital Surveys = الرضا الوظيفي والإصابة بمتلازمة الأفول (الاحتراق) لدى الأطباء العراقيين : استطلاع من مستشفى جامعي

2018 ◽  
Vol 29 (1) ◽  
pp. 48-56
Author(s):  
Sura Bahjat Mohammed ◽  
Batool Ali Hassan ◽  
Maha Sulaiman Younis
Keyword(s):  
Job Satisfaction ◽  
University Hospital

scholarly journals Job satisfaction among health care workers: the role of gender and age

2013 ◽  
Vol 21 (6) ◽  
pp. 1314-1320 ◽  
Author(s):  
César Carrillo-García ◽  
María del Carmen Solano-Ruíz ◽  
María Emilia Martínez-Roche ◽  
Carmen Isabel Gómez-García
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Health Care Professionals ◽  
University Hospital ◽  
Satisfaction Scale ◽  
Health Care Professions ◽  
Overwhelming Evidence ◽  
Care Workers ◽  
Gender And Age ◽  
Taking Action

OBJECTIVE: to analyze the influence of gender and age on the quality of the professional lives of health care professionals at a university hospital. METHOD: a total of 546 professionals completed a general questionnaire that measured sociodemographic variables and evaluated job satisfaction using a scale adopted from the NTP 394 Job Satisfaction scale and translated into Spanish. RESULTS: overall, 77.2% of the professionals surveyed were satisfied with the work they perform. With regards to gender, we found overwhelming evidence of the feminization of practically all health care professions included in the study, with higher levels of job satisfaction among women than men. Regarding age, 20-30-year-olds and professionals over 61 years old showed higher satisfaction levels than did middle-aged professionals. Higher levels of dissatisfaction were reported by professionals between 41 and 50 years old. CONCLUSIONS: we were able to detect the influence of gender and age on the level of job satisfaction, finding significant associations between job satisfaction and both of these variables. Generally, women expressed more satisfaction than men, and elderly professionals showed higher satisfaction compared to younger professionals. Management policies should focus on taking action to correct the conditions that produce dissatisfaction among certain groups of employees.

Factors associated with job satisfaction among physicians in a university hospital

2017 ◽  
Vol 41 (S1) ◽  
pp. S680-S680
Author(s):  
C. Derbel ◽  
A. Braham ◽  
A. Souilem ◽  
A. Ben Romdhane ◽  
R. gallala ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Depression Scale ◽  
Maslach Burnout Inventory ◽  
University Hospital ◽  
Anxiety And Depression ◽  
Necessary Condition ◽  
Personal Factors ◽  
University Hospitals ◽  
Satisfaction Scale ◽  
Factors Associated

IntroductionSeveral professional and personal factors determine the degree of job satisfaction (JS) which is a necessary condition to ensure good quality work, especially for physicians working in university hospitals (UH).AimsTo determine the degree of JS in a population of physicians working in UH and to determine the factors associated with the JS.MethodCross-sectional, descriptive and analytical study involving 96 physicians with different grades in Farhat Hached University Hospital, Sousse, Tunisia. We used Job Satisfaction Scale (JSS) to assess the degree of JS, Hospital Anxiety And Depression Scale to assess anxiety and depression, Maslach Burnout Inventory to determine burnout (BT).ResultsThe average age was 28.15 ± 4.10 years. Doctors with medical specialty were the majority (65.6%). Most doctors were dissatisfied with their work (67.7%). The socio-demographic factor associated with ST was the young age (P = 0.00). Occupational factors associated with JS were: shorter time worked in the department (P = 0.02), lack of outpatient day (P = 0.01), a lower number of outpatient day (P = 0.02), dissatisfaction with the work schedule (P = 0.004), lack of safety (P = 0.00), salary (P = 0.00), non-operating skills (P = 0.00), the distribution of tasks (P = 0.00), the conditions of the guards (P = 0.00), ignorance of the laws governing the department (P = 0.00), BT (P = 0.01) and depression (P = 0.00).ConclusionThe majority of our subjects were dissatisfied with their work. Several factors, especially the professional ones contribute to this state. It is necessary to take steps on these factors to improve the performance of doctors working in university hospitals to provide better care for patients.Disclosure of interestThe authors have not supplied their declaration of competing interest.

scholarly journals The Relationship between Assertiveness and Job satisfaction among Nursing Personnel at Benha University Hospital

2018 ◽  
Vol 9 (3) ◽  
pp. 138-148
Author(s):  
Sabrein Moustafa Abd Elsalam Hamouda ◽  
Nermin Mohamed Eid ◽  
Hoda Abd- Alla Saleh.
Keyword(s):  
Job Satisfaction ◽  
Nursing Personnel ◽  
University Hospital ◽  
The Relationship

scholarly journals Job Satisfaction of Clinical Eesearch Coordinators in a University Hospital

2007 ◽  
Vol 15 (1) ◽  
pp. 57 ◽  
Author(s):  
Ju Young Shin ◽  
Sun-Jin Jo ◽  
Hyeon Woo Yim ◽  
Hye-Sun Jung ◽  
Won Chul Lee ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
University Hospital

Factors Influencing a University Hospital Nurses’ Intentions to Leave the Unit, Organisation and Profession: A Cross-Sectional Study

2021 ◽  
Vol 23 (2) ◽  
pp. 240-250
Author(s):  
Hatice Çamveren ◽  
Gülseren Kocaman
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Intent To Leave ◽  
Nurse Managers ◽  
Cross Sectional Study ◽  
Study Data ◽  
University Hospital ◽  
Powerful Predictor ◽  
Cross Sectional ◽  
Work Related

Nurses’ organisational and professional attitudes play an important role in their intent to leave nursing, a serious problem worldwide. The present study aimed to investigate the demographic and work-related characteristics, organisational-professional commitment, and job satisfaction, which are the predictors of nurses’ intent to leave their unit, organisation and profession. This cross-sectional descriptive study was conducted with 335 nurses working at a university hospital in Turkey. The multiple regression analysis was used to analyse the study data. While job satisfaction was the more powerful predictor of intent to leave the unit than were the commitment variables, affective commitment to the organisation was the more powerful predictor of intent to leave the organisation, and affective commitment to the profession was the more powerful predictor of intent to leave the profession. Different dimensions of commitment and job satisfaction are the predictors of intent to leave the unit, organisation and profession. The present study provided useful evidence for nurse managers and policy makers.

scholarly journals The relationship between burnout and job satisfaction among psychiatric nurses

2019 ◽  
Vol 10 (3) ◽  
pp. 8
Author(s):  
Sahar Behilak ◽  
Ayat Saif-elyazal Abdelraof
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Significant Negative Correlation ◽  
Job Burnout ◽  
Staff Nurses ◽  
University Hospital ◽  
Personal Factors ◽  
Satisfaction Scale ◽  
Low Level ◽  
The Relationship

Objective: One of the core concerns in psychiatric nursing is job burnout among nurses, because burnout had harmful impacts on both nurses’ health and their ability to cope with job demands. Moreover, long term job stress can cause burn out and reduce their level of satisfaction. Aim: The aim of the study was to explore the relationship between burnout aand job satisfactions among psychiatric nurses.Methods: Descriptive correlation design was utilized. The study was conducted at Psychiatric Department in Tanta University Hospital and Tanta Mental Health Hospital. The study sample consisted of 50 staff nurses. Tools were utilized for collection of data: First, the Burnout Inventory by Maslach; Second, the Job Satisfaction scale. It measured the general job satisfaction of the nursing staff. This scale has five domains: Personal factors, Work organization, Content and amount of work, Working unit and Leadership.Results: It was found that the majority of nurses had job dissatisfaction. In relation to staff nurses’ burnout, staff nurses’ job burnout and its components were found. It was observed that the majority of nurses had high burnout. Regarding burnout components, specifically, in relation to emotional exhaustion, it was found that the majority of nurses experienced high emotional exhaustion and depersonalization compared low accomplishment. It was found that there was significant negative correlation between burnout and job satisfaction, the highest frequency of nurses had high burnout and had low level of job satisfaction.Conclusions: The highest frequency of nurses had high burnout and had low level of job satisfaction. It recommended newly developed interventions to alleviate nurses’ burnout and increase job satisfaction, thereby enhancing the quality of healthcare. So, further support of managers in the prevention of burnout is a necessity. Thus, it will enhance creativity, job satisfaction, self-worthiness, and service quality.

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