Effects of Nurses' Job Stress, Self-Efficacy, and Professional Self-Concept on Job Satisfaction

2018 ◽  
Vol 20 (3) ◽  
pp. 1609-1624 ◽  
Author(s):  
Sang Kyung Kim ◽  
Geun Myun Kim
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Self Efficacy ◽  
Self Concept ◽  
Professional Self

scholarly journals A Study on the Professional Self-concept, Self Efficacy and Job Satisfaction of Hemodialysis Unit Nurses

2012 ◽  
Vol 15 (1) ◽  
pp. 54-62 ◽  
Author(s):  
Ji-Hye Lim ◽  
Shin-Hwa Lee ◽  
Jung-Ah Yoon ◽  
Mi-Young Chon
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Self Concept ◽  
Hemodialysis Unit ◽  
Professional Self

scholarly journals Dissatisfaction in Child Welfare and Its Role in Predicting Self-Efficacy and Satisfaction at Work: A Mixed-Method Research

2017 ◽  
Vol 2017 ◽  
pp. 1-12 ◽  
Author(s):  
Sabrina Berlanda ◽  
Monica Pedrazza ◽  
Elena Trifiletti ◽  
Marta Fraizzoli
Keyword(s):  
Job Satisfaction ◽  
Child Welfare ◽  
Social Workers ◽  
Mixed Method ◽  
Self Efficacy ◽  
Qualitative Methodology ◽  
Well Being ◽  
Mixed Method Research ◽  
North East ◽  
Professional Self

Child welfare organizations are increasingly concerned with challenges emerging from the assessment of social workers’ dissatisfaction. This type of service represents the work area where social workers are at greater risk of burnout. Although several studies account for high social workers’ burnout scores, they do not systematically dwell upon its sources and roots. In addition, scholars point out that a considerable number of work related issues may be perceived both as a source of dissatisfaction and satisfaction. We assume that there is a need to deepen the understanding of how dissatisfaction’s sources may exert an impact on both personal job satisfaction and professional self-efficacy, which are positively associated with well-being at work. The present mixed-method research has two aims: (1) the extensive exploration, applying qualitative methodology, of the perceived sources of dissatisfaction; (2) the attempt to identify the extent to which those sources predict job satisfaction and professional self-efficacy. It is our purpose to further explore which differences emerge by age. The research involved child welfare workers, that is, SWs employed in public child welfare agencies in the North East of Italy. Results show the predominant role of interpersonal trust and mutual respect, as main predictors of both professional self-efficacy and job satisfaction. Practical implications of findings are discussed.

scholarly journals ПСИХОЛОГІЧНА СТРУКТУРА ПРОФЕСІЙНОЇ «Я-КОНЦЕПЦІЇ» ВІЙСЬКОВОСЛУЖБОВЦІВ ІЗ РІЗНИМ ТИПОМ ПРОФЕСІЙНОЇ ІДЕНТИЧНОСТІ

2020 ◽  
pp. 130-139
Author(s):  
Олена Научитель ◽  
Юрій Гулий ◽  
Геннадій Садіков
Keyword(s):  
Military Personnel ◽  
Self Efficacy ◽  
Self Concept ◽  
Professional Activity ◽  
Structural Elements ◽  
Professional Orientation ◽  
Behavioral Component ◽  
Professional Self ◽  
The Military ◽  
The Relationship

The aim of the study. Identify the features of the structure of professional «I-concepti» of military personnel in accordance with the type of their professional identity (TPI).Research methods. Conversation method, testing.Sample description. The study involved 100 military personnel with different TPI.Conclusions. Summarizing, we can state both similar trends and differences in the characteristics of the structural elements of the professional «I-concept», the nature of the relationship between these components.Cognitive component (professional orientation). Among all possible career orientations, military personnel emphasize that work and place of residence must be stable and important for them, a sense of personal safety, both in professional activity and in personal space.Behavioral component (self-efficacy). The components of the cognitive and behavioral components of the professional self-concept are in feedback. But it should be borne in mind that according to the TPI of military personnel are different professional orientations.There is no correlation between the metrics of all three components of the professional self-concept. There is only a link between the components of its cognitive and emotional components.TPI identifies certain differences in all structural elements of the professional self-concept.Cognitive component (professional orientations). There are no «diffuse» and «pseudo-identity» military personnel from the TPI who are seeking a career. Autonomy at work and in its actions dominates among the military personnel with a «pseudo-identity» TPI compared to their counterparts with a premature TPI. The desire to be a leader is a motivating factor for military personnel with a TPI «moratorium» compared to their counterparts with a TPI «pseudo-identity». For military personnel with diffuse TPI, the most important is the desire for stability and safety at work, than for military personnel with TPI «pseudo-identity».Behavioral component (self-efficacy). Only military personnel with a TPI «moratorium» have an adequate assessment of their self-efficacy. All other TPIs have a clear tendency to diminish their capacity for self-efficacy. There is a feedback of professional orientation (cognitive component) and self-efficacy (behavioral component of professional self-concept). However, it should be borne in mind that according to the TPI of military personnel are different professional orientations.Emotional component (self-esteem). Adequacy of understanding and emotional perception of the value of one’s personality is more often manifested in military personnel with premature and diffuse TPI than their counterparts with TPI «pseudo-identity». Military personnel with diffuse TPI are more aware of and emotionally perceived the value of their personality than their counterparts with the TPI «moratorium».The presence of the relationship between the components of the cognitive and emotional component of the professional "I-concept", depending on the military personnel’s TPI is determined both by the different nature and heterogeneity of these components.

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