scholarly journals Dimensions of Work Environment that Impact Job Satisfaction in Clinical Practices of Medical Students During the SARS-CoV-2 Pandemic

2021 ◽  
Vol 14 (1) ◽  
pp. 319-328
Author(s):  
Ricardo Prada ◽  
Rodrigo Zarate-Torres ◽  
Maria Prada
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Medical Students ◽  
Organizational Climate ◽  
Work Environment ◽  
Measurement Model ◽  
Clinical Practices ◽  
Structure Reliability ◽  
Tertiary Hospitals ◽  
Potential Applications

Introduction: This article deals with the relationship between the work environment and job satisfaction in clinical practices of medical students during the SARS-CoV-2 pandemic. Data are presented that attest to the underlying factor structure, reliability, predictive validity, and factors replicability between groups of the summary measure. Methods: An initial sample of 132 medical students from 3 different universities in Bogotá who carry out Clinical Practice activities in tertiary hospitals provided data for the exploratory factor analysis of this measure and to apply confirmatory factor analysis techniques. The validated instrument WCA is used for the work environment construct and MSQ for the job satisfaction construct. The potential applications of this measure are described, and the implications of these findings for measuring work environment and satisfaction are discussed. Results: The results of the CFA suggest a good global fit to the data of the proposed measurement model, favorable values of significance (p = 0,014); RMR; AGFI; TLI; CFI; GFI, and RMSEA. Conclusion: Solid psychometric properties are demonstrated, which prove that there are dimensions of organizational climate that have statistically significant relationships with variables of job satisfaction.

scholarly journals Construct Validity and Reliability of the Work Environment Assessment Instrument WE-10

2020 ◽  
Vol 17 (20) ◽  
pp. 7364
Author(s):  
Rudy de Barros Ahrens ◽  
Luciana da Silva Lirani ◽  
Antonio Carlos de Francisco
Keyword(s):  
Factor Analysis ◽  
Construct Validity ◽  
Organizational Climate ◽  
Work Environment ◽  
Assessment Instrument ◽  
Quality Of Work Life ◽  
Validity And Reliability ◽  
Rotation Method ◽  
Commonality Analysis

The purpose of this study was to validate the construct and reliability of an instrument to assess the work environment as a single tool based on quality of life (QL), quality of work life (QWL), and organizational climate (OC). The methodology tested the construct validity through Exploratory Factor Analysis (EFA) and reliability through Cronbach’s alpha. The EFA returned a Kaiser–Meyer–Olkin (KMO) value of 0.917; which demonstrated that the data were adequate for the factor analysis; and a significant Bartlett’s test of sphericity (χ² = 7465.349; Df = 1225; p ≤ 0.000). After the EFA; the varimax rotation method was employed for a factor through commonality analysis; reducing the 14 initial factors to 10. Only question 30 presented commonality lower than 0.5; and the other questions returned values higher than 0.5 in the commonality analysis. Regarding the reliability of the instrument; all of the questions presented reliability as the values varied between 0.953 and 0.956. Thus; the instrument demonstrated construct validity and reliability

The Relationship Between Practice Environment and Psychological Ownership in Advanced Practice Nurses

2018 ◽  
Vol 41 (1) ◽  
pp. 6-24 ◽  
Author(s):  
Lori Schirle ◽  
Brian E. McCabe ◽  
Victoria Mitrani
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Work Environment ◽  
Practice Nurse ◽  
Advanced Practice Nurses ◽  
Psychological Ownership ◽  
Advanced Practice ◽  
Advanced Practice Nurse ◽  
Practice Nurses ◽  
The Relationship

Barriers in advanced practice nurses’ work environment impede effective use in acute care settings, reduce job satisfaction, and increase intent to leave. Fostering psychological ownership for work through improved work design has increased satisfaction, motivation, and productivity, and lowered turnover in other fields, and may have similar effects for advanced practice nurses. This multilevel cross-sectional survey study examined the relationship between advanced practice nurse work environment and psychological ownership using data from a survey of advanced practice nurses and nurse executives in Florida hospitals. Barriers in scope of practice and exclusion from hospital governance were common. Advanced practice nurses reported good relations with physicians and moderate organizational climate but poor relations with administrators and limited control over work. Organizational climate had a strong positive relationship with psychological ownership. Fostering advanced practice nurse psychological ownership could improve job satisfaction and decrease turnover leading to increased effectiveness in acute care settings.

Nurses' job satisfaction and organizational climate in a dynamic work environment

2000 ◽  
Vol 13 (1) ◽  
pp. 46-49 ◽  
Author(s):  
Eileen Byrne ◽  
Karen Keuter ◽  
Jocelyn Voell ◽  
Elaine Larson
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Work Environment ◽  
Dynamic Work

scholarly journals Citizens’ Quality of Life: The Outcome of a Satisfied Health-Related Professional

2013 ◽  
Vol 5 (9) ◽  
pp. 612-624
Author(s):  
Chux Gervase Iwu
Keyword(s):  
Quality Of Life ◽  
Job Satisfaction ◽  
Factor Analysis ◽  
Statistical Analysis ◽  
Organizational Climate ◽  
Care Pathways ◽  
Review Of Literature ◽  
Wide Range ◽  
Health Related

This paper argues that the quality of life of citizens of a nation can also be amplified by the quality of life of health-related professionals who provide myriad necessary services across a wide range of care pathways and in various settings. The approach was both theoretical and empirical – review of literature and statistical analysis of the collated data. Thus, the study utilized factor analysis to determine the factors that bring about job satisfaction amongst health-related professionals. The findings point to a number of important job satisfaction as well as organizational climate dimensions, which combine to generate high levels of job satisfaction amongst health-related professionals. The paper concludes by serving some important directives for management of health establishments.

scholarly journals Faktor Penentu Kepuasan Kerja Karyawan Outsourcing di Perbankan

2020 ◽  
Vol 17 (3) ◽  
pp. 326
Author(s):  
Ira Widyastuti
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Hypothesis Testing ◽  
Work Environment ◽  
Survey Methods ◽  
Limited Liability ◽  
Limited Liability Company ◽  
Contractual Term ◽  
One Year ◽  
Main Factor

ABSTRACTThis study aimed to analyze the analysis of the determinants of job satisfaction employee outsourcing at BRI Limited Liability Company Branch Bangkoand influence on the performance.This research usesjob satisfaction variablesand performanceto analyzefactors determinant of job satisfaction employee outsourcingat BRI Limited Liability Company Branch Bangko. Besides that, to analyze influence on the performance.The population in this study is all employee outsourcing at BRI Limited Liability Company BranchBangkofrom all divisions of the company.Both of which have a contractual term of less than one year or more than one year. This population is totaling 63 employees include the following frontliner (Custumer service dan teller),PAU, IT, TKK, Secretary, payment point, driver, servant, and security. In this research uses survey methods namely with giving questionnaire to all of population is totaling 63 employees consists of employee outsourcing in all parts of the company. Data collectedusing questionnaire methodnamely with giving questionslist or questionnaire directly to respondents. Technical analysis of the data in this research uses factor analysis by program SPSS.The resulted of research showed that factor analysis found as main factor which influence satisfaction employee outsourcing at BRI limited liability company is work environment. The resulted of second hypothesis testing found that job satification unsignificant to satisfaction employee outsourcing at BRI limited liability company.

scholarly journals The Effect Of Compensation, Job Stress, And Motivation On Job Satisfation

2019 ◽  
Vol 2 (1) ◽  
Author(s):  
ANNISA HERWINA HERAWAN ◽  
HARYADI HARYADI ◽  
DEVANI LAKSMI INDYASTUTI
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Work Environment ◽  
Job Stress ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Morale ◽  
Employee Job Satisfaction

This study aims to determine and analyze the effects of compensation, job stress andmotivation on job satisfaction. The method used is survey and sampling technique used isnonprobability sampling with saturated sampling. Population in this research is permanentemployee of Health Office Karawang with sample counted 100 respondent. Data analysisused in this research is using Partial Least Square (PLS). The implication of this research isto improve employee job satisfaction, the management of Karawang Health Office needs toprioritize policies related to job satisfaction. In an effort to improve employee job satisfaction,management needs to prioritize policies related to compensation, job stress and motivation.To improve employee job satisfaction, management also needs to pay attention to othersupporting factors such as organizational culture, work environment, organizational climate,organizational commitment and other factors not examined. It should be noted in order toimprove employee morale and progress of the company

scholarly journals Determinants of Job Satisfaction and Its Implications for the Lecturers Performance

2021 ◽  
Vol 9 (2) ◽  
pp. 163-178
Author(s):  
Subarto Subarto ◽  
Dede Solihin ◽  
Derita Qurbani
Keyword(s):  
Job Satisfaction ◽  
Statistical Analysis ◽  
Organizational Climate ◽  
Least Squares ◽  
Work Environment ◽  
Leadership Style ◽  
Random Sampling ◽  
Research Method ◽  
Quantitative Research ◽  
Positive Effects

The purpose of this research is to examine the positive effects of leadership style, work environment, and organizational climate on lecturer performance through Pamulang University’s job satisfaction. Researchers used the quantitative research method in this study. The data was collected by using questionnaires distributed through surveys. Proportional random sampling was used, earning 135 samples, and partial least squares (PLS) were used for statistical analysis. The results show that leadership style, work environment, and organizational climate have an impact on job satisfaction. Job satisfaction affects the performance of lecturers. Leadership style, work environment, and organizational atmosphere will also affect the performance of lecturers. Job satisfaction can mediate the influence of leadership style, work environment, and organizational climate on lecturer performance. This research is expected to be a recommendation for Pamulang University on how to improve lecturer performance which can be tried by improving leadership style, work environment, organizational climate, and job satisfaction.  

scholarly journals Work environment and job satisfaction among nurses in government tertiary hospitals in Nigeria

2020 ◽  
Vol 14 (1) ◽  
pp. 71-92
Author(s):  
Olusegun Emmanuel Akinwale ◽  
Olusoji James George
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Work Environment ◽  
Longitudinal Research ◽  
Sampling Strategy ◽  
Political Climate ◽  
Internal Reliability ◽  
Content Type ◽  
Research Instrument ◽  
Tertiary Hospitals

Purpose Job satisfaction is indispensable in the daily life of the workforce, and the mechanism that drives job satisfaction requires the attention of the management of corporate organisations. The purpose of this paper is to investigate the predictors of work environment on job satisfaction among nurses in both federal and state tertiary hospitals in Lagos State. Design/methodology/approach The study used the longitudinal research design to elicit information from the respondents. The research instrument used is a nursing work index scale by Aiken and Patrician which has been established to have a high internal reliability coefficient. The simple random sampling strategy was used to administer the research instrument to 364 nurses. The study used hierarchical multiple regression to analyse the data obtained. Findings This study discovered that all the variables collectively determined nurses job satisfaction; however, the salary was the most fundamental essential predictor that drive nurses’ job satisfaction followed by advancement and promotion. All seven predictors, namely, socio-political climate; administrative and managerial support, autonomy and responsibility, salary, supervision and working condition, recognition and achievement, advancement and promotion, collectively exert positive relationship with nurses’ job satisfaction. The study concluded that to retain and prevent turnover intention among nurses, and other health-care workers, the management of hospitals must pay due attention to issues relating to job satisfaction, as this is likely to increase health-care system effectiveness, boost mental and social health of the nurses. Originality/value This study shows that job satisfaction in the workplace comes from diverse techniques, as other factors have been proven effective other than salary in international cultures and regions, but in Nigeria, salary and career promotion take pre-eminence above other factors. This is because of Nigerian socio-cultural realities and that is another paradigm shift.

scholarly journals La percepción del entorno organizativo y la creatividad : análisis de las dimensiones del clima laboral que determinan el comportamiento creativo del empleado en la empresa

2008 ◽  
pp. 147
Author(s):  
María Felisa Muñoz Doyague
Keyword(s):  
Factor Analysis ◽  
Regression Analysis ◽  
Organizational Climate ◽  
Work Environment ◽  
Psychological Climate ◽  
Automotive Sector ◽  
Creative Performance ◽  
Toma De Decisiones ◽  
Climate Influences ◽  
Definition Of

La creatividad se está convirtiendo en un fenómeno de especial interés para las organizaciones. Por ello, existe un interés creciente por comprender cuáles son los factores responsables del rendimiento creativo en los entornos laborales. A pesar de ello, todavía existen lagunas importantes en la literatura sobre como influye la existencia en la empresa de un clima que apoye a la innovación. Con el fin de aportar nueva evidencia empírica al respecto, el objetivo del presente trabajo consiste en analizar cómo influye en la creatividad de los empleados, la percepción que éstos tengan de que el clima existente en la organización apoya a la innovación. Para ello, utilizando el concepto de clima psicológico y adoptando una definición de creatividad en términos de producto, se realizó un estudio entre los empleados de una empresa del sector de la automoción. Tras someter la medida del clima a un análisis factorial por el método de componentes principales, que reveló la existencia de cinco dimensiones significativas, se realizó un análisis de regresión para ver la influencia de cada factor en la creatividad de los trabajadores. Los resultados logrados revelan la importancia que tiene esta variable en la explicación del rendimiento creativo. De esta forma se ha puesto de manifiesto que la empresa debe crear un entorno laboral favorable a la creatividad, mediante los mecanismos adecuados a tal efecto. Así, la provisión de recursos para la generación y el desarrollo de ideas, la existencia de una comunicación fluida en el seno de la empresa, la participación de todos los trabajadores en la toma de decisiones o la consideración del esfuerzo realizado parecen ser de especial relevancia para conseguir este propósito.<br /><br />Creativity is becoming a particularly important phenomenon for organizations. There is consequently increasing interest in understanding the factors responsible for creative performance in labor environments. In spite of this, important gaps still exist in the literature about the influence of the work environment on creativity. With the aim of offering new empirical evidence on this question, the object of the current work is to analyze how employees' perception about the organizational climate influences their creativity. With this aim, using the concept of psychological climate and adopting a definition of creativity in terms of the product, the work studies the employees of a firm from the automotive sector. We carried out a principal components factor analysis, with the aim being to obtain the dimensions or factors summarizing the main policies or procedures followed by the firm in favor of creativity. We obtained five significant dimensions and then, made a regression analysis in order to determine how each of the related to creativity. The findings reveal the importante of this variable for explaining creative performance. Thus, providing resources for the generation and development of ideas, the existente of a fluid communication within the firm, the participation of all the workers in the decisionmaking, and the recognition of workers' efforts all seem to be particularly relevant for achieving this purpose.<br />

scholarly journals Investigating Job Satisfaction Using Exploratory Factor Analysis at ABC Factory

2018 ◽  
Vol 7 (4.33) ◽  
pp. 56
Author(s):  
W. N. H. Wan Abdul Aziz ◽  
F. Zulkipli ◽  
M. H. Mohammad Hamzah ◽  
F. W. Azhar ◽  
S. K. N. Abdul Rahim
Keyword(s):  
Job Satisfaction ◽  
Factor Analysis ◽  
Work Environment ◽  
Statistical Method ◽  
Exploratory Factor Analysis ◽  
Workforce Allocation ◽  
Main Components

The aim of this research is to study the workforce allocation at ABC Factory. A set of questionnaire consists of two parts, which are background of respondent and job satisfaction components were distributed among 80 employees. The statistical method exploratory factor analysis (EFA) was used to classify the components. As a result, the research revealed that there are three main components which are work environment, productivity, and organization can be classified by 25 questions.  

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