Inequality in Pay Ranks Among Factors Impacting Job Satisfaction Among Female Physicians

2021 ◽  
pp. 1-23
Author(s):  
Jaciel Elizabeth Keltgen
Keyword(s):  
Job Satisfaction ◽  
Quality Care ◽  
Female Physician ◽  
Work Conditions ◽  
Female Physicians ◽  
Factors Affecting ◽  
Health System Change ◽  
Treatment Plans ◽  
Generational Membership ◽  
The U.S

Job satisfaction has fallen among doctors, and beyond lack of pay parity that averages 25%, female physician job satisfiers differ from male colleagues. Health systems can build upon female physicians' confidence in their abilities to communicate with patients, show empathy, build trust, and elicit patient compliance with treatment plans. Systems must attend to work conditions for young and female cohorts, thereby retaining half of the workforce offering critical care to 7.8 billion people. Ordinal logistic regression was used to analyze data gathered in the U.S. by the Center for Studying Health System Change. Data were used to build a predictive statistical model in concert with independent variables linked to generational and job satisfaction literature. This study revealed statistically significant correlations between factors not only by gender, but also by generational membership. Statistically significant factors affecting job satisfaction among female physicians include provision of quality care to all patients, adequate time spent with patients and income.

Factors Affecting Job Satisfaction among Nurses Working in Teaching Hospital, Chitwan, Nepal

2019 ◽  
Vol 9 (3) ◽  
pp. 62-68
Author(s):  
Sashi Poudel ◽  
Kalpana Sharma
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Teaching Hospital ◽  
Work Experience ◽  
Quality Care ◽  
Simple Random Sampling ◽  
Professional Associations ◽  
Satisfaction Scale ◽  
Cross Sectional ◽  
Factors Affecting

Background: Job satisfaction is a major factor in nurse retention and the de­livery of high quality care. Hence, aim of this study was to find out the factors affecting job satisfaction among nurses working in the teaching hospital, Chit­wan. Methods: A descriptive, cross-sectional research design was used and a total 135 nurses who were working for at least 3 months in the Chitwan Medical Teaching Hospital were taken as study sample. Simple random sampling tech­nique was used to select the desired sample. Pre-tested structured self-admi­nistered questionniare with job satisfaction scale consisting eight domains was used to collect the data. Obtained data were entered into SPSS version 20.0 for window and analyzed using descriptive statistics and inferential statistics (chi-square test). Results: The findings of the study revealed that more than half (57.85%) of the nurses were satisfied with their job. Nurses’ job satisfaction was higher on organization and administration policies (4.18±0.04) and least on salary and benefits (3.01±0.19) they were receiving from the institution. The significance influencing factors of job satisfaction were professional qualification (p=0.04), total work experience in nursing (p=0.004), working ward/unit (p=0.014), des­ignation (p=0.007), number of patient assigned in general ward (p=<0.001) and leadership style in the ward (p=<0.001). Conclusions: Considerable percentage of nurses are not satisfied with their job. Hence hospital management and professional associations need to ad­dress the identified factors to enhance the job satisfaction among nurses work­ing in a teaching hospital.

Job satisfaction of village doctors during the new healthcare reforms in China

2016 ◽  
Vol 40 (2) ◽  
pp. 225 ◽  
Author(s):  
Xiaoyan Zhang ◽  
Pengqian Fang
Keyword(s):  
Job Satisfaction ◽  
Social Status ◽  
Financial Burden ◽  
Work Conditions ◽  
Jiangxi Province ◽  
Policy Makers ◽  
Factors Affecting ◽  
Health Reforms ◽  
Village Doctors ◽  
Healthcare Reforms

Objective China launched new healthcare reforms in 2009 and several policies targeted village clinics, which affected village doctors’ income, training and duties. The aim of the present study was to assess village doctors’ job satisfaction during the reforms and to explore factors affecting job satisfaction. Methods Using a stratified multistage cluster sampling process, 935 village doctors in Jiangxi Province were surveyed with a self-administered questionnaire that collected demographic information and contained a job satisfaction scale and questions regarding their work situation and individual perceptions of the new healthcare reforms. Descriptive analysis, Pearson’s Chi-squared test and binary logistic regression were used to identify village doctors’ job satisfaction and the factors associated with their job satisfaction. Results Only 12.72% of village doctors were either satisfied or very satisfied with their jobs and the top three items leading to dissatisfaction were pay and the amount of work that had to be done, opportunities for job promotion and work conditions. Marriage, income, intention to leave, satisfaction with learning and training, social status, relationship with patients and satisfaction with the new healthcare reforms were significantly associated with job satisfaction (P < 0.05). Conclusions China is facing critical challenges with regard to village doctors because of their low job satisfaction. For future healthcare reforms, policy makers should pay more attention to appropriate remuneration and approaches that incentivise village doctors to achieve the goals of the health reforms. What is known about the topic? Village doctors act as gatekeepers at the bottom tier of the rural health system. However, the policies of the new healthcare reform initiatives in China were centred on improving the quality of care delivered to the rural population and reducing fast-growing medical costs. There have been limited studies on village doctors’ reactions to these reforms. What does this paper add? The findings of the present study indicate that in the process of implementing the new healthcare reforms, village doctors’ overall job satisfaction is low and most respondents are dissatisfied with the reforms. The factors affecting job satisfaction include income, training, social status, relationship with patients and satisfaction with the reforms. What are the implications for practitioners? Health reform policy makers should ensure village doctors feel appropriately remunerated and are motivated while aiming to reduce the financial burden on patients. The views of stakeholders (i.e. patients and village doctors) should be considered when designing future health reforms.

scholarly journals Teacher’s Job Security and Workload Factors Affecting Job Satisfaction of Teachers in Multan (Southern Punjab)–Pakistan

2019 ◽  
Vol 10 (1(V)) ◽  
pp. 1-8
Author(s):  
Fawad Hussain ◽  
Amir Saif
Keyword(s):  
Job Satisfaction ◽  
Critical Time ◽  
Work Conditions ◽  
Job Security ◽  
Vital Role ◽  
Teacher Job Satisfaction ◽  
Public And Private ◽  
Factors Affecting ◽  
Satisfaction Index ◽  
Index Evaluation

The educational system in any country plays a vital role for the development and achievinginfrastructural goals. Pakistan since last few decades is facing critical economic and developmentalchallenges. The nature of work conditions in public and private organizations are getting more intensifiedand employees are facing critical time in term of workload, job security and satisfaction issues. This studyis aiming to investigate the relationship between job security and workload factors influencing teacher’sjob satisfaction. This paper has use SMART-PLS-SEM to examine the data using quantitative researchtechniques. The study was conducted among 266 teachers. The teachers’ job satisfaction was determinedby two separate measures namely the teacher’s job security and workload influencing teacher’s jobsatisfaction. This study was trigged as teachers in higher education institutions were facing challengesregarding their job security and workload. The outcome exposed that there is an important relationshipamong teachers job security, workload, and teacher job satisfaction. The effects of these factors callfurther research. There is prerequisite to carry out a similar but comparative study in rural settings. Inaddition, it is very important to comprehend the significance of teachers’ job satisfaction where theindustry is so uncertain. There is a need to address job satisfaction and workload stress with appropriateassessment such as rating system and teachers’ satisfaction index evaluation according to the tasks andwork pressure allocated to each and every teacher. This reach adds value to knowledge by makinguniversities, institutes and colleges administration to know the causes of teachers’ uncomfortable zoneregarding their job security and workload. Conversely, it is also important for the administration in theseinstitutes to well understand the needs and demands of their teachers and what factors will contribute totheir satisfaction.

scholarly journals A cross-sectional job satisfaction survey of physicians in Bhutan to address the problem of retention

2019 ◽  
Vol 5 (2) ◽  
pp. 28-36
Author(s):  
Choni Wangmo ◽  
Sunkyung Kim ◽  
Thupten Palzang ◽  
Robert Quick
Keyword(s):  
Job Satisfaction ◽  
Working Conditions ◽  
Multivariable Analysis ◽  
Job Characteristics ◽  
Work Conditions ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Factors Affecting ◽  
Physician Retention ◽  
District Hospitals

Introduction: A persistent shortage of physicians and relatively high attrition (>10% over 7 years) have been longstanding challenges for Bhutan despite efforts at improvement. Little is known about physicians’ job satisfaction. The study was done to assess level of job satisfaction amongst physicians in Bhutan and identify factors affecting it, thereby be able to better understand factors affecting physician retention. Methods: A national, cross-sectional study on job satisfaction of all Bhutanese physicians was conducted in 2016. Physicians were defined as satisfied if they answered yes to >50% of general survey questions about job satisfaction and and associations between demographic or job characteristics (e.g., married vs. unmarried, clinical vs. non- clinical) and job satisfaction were examined. Physicians were also queried about specific elements of their jobs (e.g., pay, working conditions) and explored associations between demographic or job characteristics and job elements. Results: Of 147 physicians who completed the job survey, 94 (64%) were classified as satisfied. There were significant differences in job satisfaction between married and unmarried physicians (72% vs 49%, p=0·01), specialists and generalists (73% vs 55%, p=0·04), nonclinical and clinical physicians (89% vs 61%, p=0·02), and physicians in referral and district hospitals (75% vs 48%, p <0·01). Across all demographic and job characteristics, salary satisfaction was low (11%). In multivariable analysis, non-clinicians had significantly greater satisfaction than clinicians with salary, annual leave, and work-family balance. Physicians in referral hospitals had significantly greater satisfaction than physicians in district facilities with work hours and working conditions. Conclusion: Survey findings suggest that, although job satisfaction appeared high, improved physician retention may require increased pay, opportunities for promotion to desired settings and job categories, and improved staffing and work conditions in district healthcare facilities.

scholarly journals INVESTIGATION INTO MOTIVATION AND JOB SATISFACTION AMONG TEACHERS IN THE COLLEGE EDUCATION SYSTEM

2019 ◽  
Vol 7 (2) ◽  
pp. 192-200
Author(s):  
Parmanov Nurislam Abduhamidovich
Keyword(s):  
Job Satisfaction ◽  
Education System ◽  
Work Experience ◽  
Evaluation System ◽  
Science And Technology ◽  
College Education ◽  
Work Conditions ◽  
Essential Factor ◽  
Statistical Population ◽  
Factors Affecting

Abstract: This paper aims to investigate the important factors affecting job satisfaction and motivation of teachers in college. The statistical population of this study includes 67 teachers at Zhejiang University of Science and Technology who have answered the questionnaire. The results of the study show the group of people whose age is above 46 show greater levels of job satisfaction and factors such as work experience have an impact on job satisfaction. Furthermore, we figure out the most essential factor is an increase in the teachers and professors salary. The study also showed that teachers are satisfied with work conditions and have identified that they need to raise their teaching level by further studies. According to the further analysis, a strict evaluation system does not give a suitable result in improving motivation.

scholarly journals A conceptual study of the hrm challenges in it industry

2021 ◽  
Vol 11 (3) ◽  
pp. 10-13
Author(s):  
Navaneetha T
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Competitive Advantage ◽  
Industrial Revolution ◽  
Secondary Data ◽  
Work Conditions ◽  
Vital Role ◽  
It Industry ◽  
Factors Affecting ◽  
Conceptual Study

Human resource management challenges play a vital role in the success of the organization. The purpose of this study is to examine the different environmental influences faced by IT Industry, factors affecting HR challenges and to explore various challenges faced by HR mangers. The study is done with the help of a secondary data covering all the HRM challenges. Management might be able to increase the level of the commitment in the organization by improving satisfaction with compensation, policies, and work conditions. Companies should involve their employees in decision making as industrial revolution brought drastic changes in the organizations as they viewed it as an indispensable source of competitive advantage. One way of increasing the job satisfaction at the workplace is expanding the interactions level with employees in staff meetings and rising guided discussions of topics related to industrial revolution and HRM issues. If the employees are well aware of the organization environment, their duties, and objectives,they can perform their tasks in a better way, and it helps the organization to enhance its productivity. A highly committed and competent workforce allows companies gain a competitive advantage.

The relationship between staff organizational loyalty and job satisfaction and enthusiasm

2020 ◽  
Vol 2-3 (20) ◽  
pp. 101-110
Author(s):  
Andrii Trofimov ◽  
◽  
Alina Strymetska ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Relationship Satisfaction ◽  
Market Economy ◽  
Significant Relationship ◽  
Work Conditions ◽  
Satisfaction Questionnaire ◽  
Organizational Loyalty ◽  
The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

Whistle While You Work: Job Satisfaction and Retirement from the U.S. House

2002 ◽  
Vol 27 (3) ◽  
pp. 445-457 ◽  
Author(s):  
Samuel H. Fisher ◽  
Rebekah Herrick
Keyword(s):  
Job Satisfaction ◽  
The U.S

A Review on Employee’s Voluntary Turnover: A Psychological Perspective

2020 ◽  
Vol 5 (2) ◽  
pp. 107-112
Author(s):  
Yan Zhen ◽  
Zuraina Dato Mansor
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Voluntary Turnover ◽  
Work Conditions ◽  
Jel Classification ◽  
Mediating Effect ◽  
Psychological Perspective ◽  
The Individual

Objective – High voluntary turnover rate has become the focus of most employers and scholars in related fields. Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world. Methodology/Technique – Past studies are concerned mostly with employees’ external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees’ internal needs based on psychological capital. Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations. Findings – This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction. Novelty – The arguments are presented to emphasize the needs to carry out this study. Type of Paper: Review. Keywords: Psychological Capital; Person-organization Fit; Job Satisfaction; Turnover Intention. Reference to this paper should be made as follows: Zhen, Y; Mansor, Z.D. 2020. A Review on Employee’s Voluntary Turnover: A Psychological Perspective, J. Mgt. Mkt. Review 5(2) 107 – 112 https://doi.org/10.35609/jmmr.2020.5.2(3) JEL Classification: M54, Z32.

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