scholarly journals The Quantitative Examination of the Relationship Between Job Satisfaction and Organization Fit in Athletic Trainers

2021 ◽  
Author(s):  
Lindsey H. Schroeder ◽  
Eric L. Richardson ◽  
Rachel M. Carroll
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Online Survey ◽  
Athletic Trainers ◽  
Organizational Factors ◽  
Individual Responsibility ◽  
Full Time ◽  
Linear Regression Models ◽  
Cross Sectional ◽  
Employment Setting

ABSTRACT Context: Athletic trainers' (ATs) job satisfaction has been extensively researched, yet little is known about how satisfaction relates to organizational culture. Objective: To examine ATs' level of job satisfaction and organizational fit perceptions within their employment setting. Design: Cross-sectional study. Setting: Web-based questionnaire. Patients or Other Participants: 5,704 ATs (full-time employment, nonacademic appointment) were contacted via email; 841 participants began our survey (access rate = 14.7%), and 285 completed the survey (5.0% response rate; 33.9% completion rate; men = 107 (37.5%), women = 178 (62.5%); age = 34.8±9.9 years; employment setting = 34.7% NCAA D1 (n=99), 18.9% NCAA DII (n=54), 29.5% NCAA DIII (n=84), and 16.9% other. Main Outcome Measure(s): Participants responded to an online survey consisting of demographic questions, a 36-item Likert scale Job Satisfaction Survey (JSS), and the Cable and Judge revision of O'Reilly, Chatman, and Caldwell's 40-item ranking organizational cultures profile (OCP) survey. Multiple linear regression models for total or subscale job satisfaction were used to analyze the data. All models adjusted for the same demographic measures and the independent variables of interest were created from the organizational culture survey responses. Results: Coworkers (min=9, max=24, rho=0.79), communications (min=9, max=24, rho=0.78), and work itself (min=4, max=24, rho=0.71) were the most correlated with the total job satisfaction score (min=96, max=175). 54% of respondents selected adaptability, stability, and taking individual responsibility as one of their two most characteristic attributes in the organizational culture profile. 83% of respondents indicated being aggressive, high pay for good performance, and being distinctive/different from others as their two least characteristic traits. Conclusions: ATs' job satisfaction was impacted most by organizational factors, such as coworkers and communication, as well as individual attributes like adaptability, stability, and taking personal responsibility.

scholarly journals Perspectives on Parenthood and Working of Female Athletic Trainers in the Secondary School and Collegiate Settings

2010 ◽  
Vol 45 (5) ◽  
pp. 459-466 ◽  
Author(s):  
Leamor Kahanov ◽  
Alice R. Loebsack ◽  
Matthew A. Masucci ◽  
Jeff Roberts
Keyword(s):  
Secondary School ◽  
Online Survey ◽  
Athletic Trainers ◽  
School Setting ◽  
Cross Sectional Study ◽  
Work And Family ◽  
Cross Sectional ◽  
Employment Setting ◽  
National Athletic Trainers Association ◽  
Original Survey

Abstract Context: Female athletic trainers (ATs) are currently underrepresented in the collegiate setting. Parenting and family obligations may play a role in this underrepresentation. Objective: To examine female ATs' perspectives on parenting and working in the secondary school and collegiate employment settings. Design: Cross-sectional study. Setting: Online survey. Patients or Other Participants: A total of 1000 nonstudent, female certified ATs who were currently members of the National Athletic Trainers' Association. Main Outcome Measure(s): An original survey was developed to assess perceptions related to motherhood and work responsibilities. Descriptive statistics were used to assess age, years of experience as a certified AT, employment position, and parent or nonparent status. A correlation matrix was conducted to determine factors among parent and nonparent status, perceptions of motherhood, and employment-setting decisions. Results: Of the 1000 surveys sent via e-mail, 411 (41.1%) female ATs responded. Responses indicated that a majority of the female ATs worked in the secondary school setting. Sixty-one percent of the respondents did not have children. Past female ATs' experiences indicated a perception that motherhood created more challenges or struggles (or both) in the work and family settings. Whether parents considered children a factor in employment-setting changes produced conflicting results: no significant correlations or differences were found among responses. Conclusions: Parenting considerations had influences on both the home and employment settings. Although parents and nonparents had different views on the implications of parenting in the workplace, both groups agreed that parenting could affect the work environment and the choice to change employment settings and careers. Administrative decisions need to be considered in relation to parenting concerns. Mentoring that includes employment-setting choices relative to life goals should be provided to ATs, regardless of sex.

scholarly journals Understanding How to Improve the Use of Clinical Coordination Mechanisms between Primary and Secondary Care Doctors: Clues from Catalonia

2021 ◽  
Vol 18 (6) ◽  
pp. 3224
Author(s):  
Laura Esteve-Matalí ◽  
Ingrid Vargas ◽  
Franco Amigo ◽  
Pere Plaja ◽  
Francesc Cots ◽  
...  
Keyword(s):  
Secondary Care ◽  
Online Survey ◽  
National Health System ◽  
Organizational Factors ◽  
Coordination Mechanisms ◽  
Bivariate Analysis ◽  
Full Time ◽  
Design Strategies ◽  
Cross Sectional ◽  
Technical Problems

Clinical coordination between primary (PC) and secondary care (SC) is a challenge for health systems, and clinical coordination mechanisms (CCM) play an important role in the interface between care levels. It is therefore essential to understand the elements that may hinder their use. This study aims to analyze the level of use of CCM, the difficulties and factors associated with their use, and suggestions for improving clinical coordination. A cross-sectional online survey-based study using the questionnaire COORDENA-CAT was conducted with 3308 PC and SC doctors in the Catalan national health system. Descriptive bivariate analysis and logistic regression models were used. Shared Electronic Medical Records were the most frequently used CCM, especially by PC doctors, and the one that presented most difficulties in use, mostly related to technical problems. Some factors positively associated with frequent use of various CCM were: working full-time in integrated areas, or with local hospitals. Interactional and organizational factors contributed to a greater extent among SC doctors. Suggestions for improving clinical coordination were similar between care levels and related mainly to the improvement of CCM. In an era where management tools are shifting towards technology-based CCM, this study can help to design strategies to improve their effectiveness.

scholarly journals Burnout Determinants among Nurses Working in Palliative Care during the Coronavirus Disease 2019 Pandemic

2021 ◽  
Vol 18 (7) ◽  
pp. 3358
Author(s):  
José Vítor Gonçalves ◽  
Luísa Castro ◽  
Guilhermina Rêgo ◽  
Rui Nunes
Keyword(s):  
Palliative Care ◽  
Health Care Professionals ◽  
Online Survey ◽  
Three Dimensions ◽  
Linear Regression Models ◽  
Perceived Health Status ◽  
Cross Sectional ◽  
National Network ◽  
Work Related ◽  
High Level

Nurses working in palliative care are at risk of burnout. The Copenhagen Burnout Inventory was used to determine burnout levels of nurses working in the Portuguese national network of palliative care. We evaluated the contribution of personal, work, and COVID-19 variables in three burnout subclasses: personal, work, and patient-related. A cross-sectional, exploratory, and quantitative design was employed and participants were sampled using convenience and snowball technique. An online survey was conducted and 153 nurses participated in our study. Socio-demographic characterization was conducted, levels of burnout and determinants were explored through multiple linear regression models for its three dimensions. High levels of personal, working, and patient burnout were present in 71 (46%), 68 (44%), and 33 nurses (22%), respectively. Most of them agreed that COVID-19 had an impact on their activities. Significant personal and work related burnout factors found were specialization in palliative care, self-perceived health status, unit type, weekly hours of work, and allocation to COVID-19 units. Gender was found to be a significant factor in patient-related burnout. There is a high level of burnout among nurses working in the Portuguese national network of palliative care. Measures for identification and mitigation of burnout are necessary to protect health care professionals.

scholarly journals Return to Learn After Sport-Related Concussion: A Survey of Secondary School and Collegiate Athletic Trainers

2018 ◽  
Vol 53 (10) ◽  
pp. 990-1003 ◽  
Author(s):  
Chelsea L. Williamson ◽  
Grant E. Norte ◽  
Donna K. Broshek ◽  
Joseph M. Hart ◽  
Jacob E. Resch
Keyword(s):  
Secondary School ◽  
Online Survey ◽  
Current Knowledge ◽  
Athletic Trainers ◽  
Management Policy ◽  
Annual Number ◽  
Clinical Practices ◽  
Cross Sectional ◽  
Return To Learn ◽  
National Athletic Trainers Association

Context Recent recommendations have emphasized return-to-learn (RTL) protocols to aid athletes in recovery from sport-related concussion (SRC) but have been based primarily on anecdotal evidence. Objective To investigate the RTL practices of certified athletic trainers (ATs) after an SRC. Design Cross-sectional study. Setting Online survey. Patients or Other Participants A total of 1083 individuals (27%) from a random sample of 4000 ATs in the National Athletic Trainers' Association membership database completed an electronic survey. Participants consisted of 729 self-identified secondary school ATs (SSATs; 67.3%; experience = 14.0 ± 9.7 years) and 354 self-identified collegiate ATs (CATs; 32.7%; experience = 13.4 ± 9.7 years). Main Outcome Measure(s) We used χ2 analyses to assess respondent differences related to current knowledge, current practices, and available resources. Independent t tests were used to compare SSATs and CATs on years of certification and annual number of SRCs evaluated. Results Of our total respondents, 41.2% (n = 446) correctly indicated the absence of evidence-based RTL guidelines. Whereas most (73.9%, n = 800) respondents had an established RTL policy, only 38.1% (n = 413) used such guidelines in their clinical practice. Most (97.1%, n = 708) SSATs and 82.2% (n = 291) of CATs had access to (a) mental health professional(s); however, minorities of SSATs (21.4%, n = 156) and CATs (37.0%, n = 131) never accessed these resources to care for concussed student-athletes. Conclusions Our results suggested that, despite the absence of empirical evidence, most surveyed ATs incorporated some form of RTL protocol in their SRC management policy. The varying AT knowledge, clinical practices, and resources highlighted by our results should be considered when creating or refining an RTL protocol.

scholarly journals EFFECT OF DIFFERENT DIMENSIONS OF ORGANIZATIONAL CULTURE ON JOB SATISFACTION OF NURSES WORKING IN RURAL AREAS OF PUNJAB, PAKISTAN

2021 ◽  
Vol 9 (4) ◽  
pp. 84-92
Author(s):  
Iqra Nawaz ◽  
Ashfaq Ahmed Maan ◽  
Izhar Ahmad Khan ◽  
Babar Shahbaz
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Rural Areas ◽  
Belief Systems ◽  
Holistic Approach ◽  
Organizational Studies ◽  
Feedback Systems ◽  
Cross Sectional ◽  
Rural Health Centres ◽  
Different Dimensions

Purpose of the study: The current study has explored the effect of different dimensions of organizational culture on the job satisfaction of nurses working in the rural areas of Punjab, Pakistan. Methodology: Present study used a cross-sectional, face-to-face approach. The researcher collected data from 452 nurses working at tehsil headquarter hospitals and rural health centres across Punjab with the help of an interview schedule. The effect of culture on the job satisfaction level of nurses Investigated with the help of Multiple regression techniques. Main Findings: The analysis showed a 52% variation in job satisfaction because of the culture. Values and belief systems, feedback systems, innovation, growth and development opportunities, relationship patterns, autonomy, work environment were the significant determinants of job satisfaction. Whereas the facilities, communication, and vision were the nonsignificant determinants of job satisfaction in the present study. Application of this study: The current research will be helpful to understand the prevailing culture of health care organizations. That will help the administrators and policymakers to understand the different factors which are responsible for low productivity. Novelty /originality of this study: The study is novel in organizational studies because it adopts a holistic approach to consider all the significant components of culture.

scholarly journals Practices of Athletic Trainers Using Weight Charts to Determine Hydration Status and Fluid Intervention Strategies

2020 ◽  
Author(s):  
Jeremy M. Eith ◽  
Clint R. Haggard ◽  
Dawn M. Emerson ◽  
Susan W. Yeargin
Keyword(s):  
Intercollegiate Athletics ◽  
Body Mass ◽  
Online Survey ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
National Association ◽  
Hydration Status ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Body Mass Change

Context Determining an athlete's hydration status allows hydration-related concerns to be identified before significant medical or performance concerns arise. Weight charts are an accurate measure of hydration status changes, yet their clinical use by athletic trainers (ATs) is unknown. Objective To investigate ATs' use of weight charts in athletic settings and describe their subsequent clinical decisions. Design Cross-sectional survey. Setting High schools and National Collegiate Athletic Association Divisions I, II, III and National Association Intercollegiate Athletics colleges. Patients or Other Participants A total of 354 ATs (men = 162, women = 17; 17 respondents did not answer the demographic questions) responded across athletic settings (Division I [45.7%]; Division II, Division III, National Association Intercollegiate Athletics combined [n = 19.9%]; and high school [34.4%]). Main Outcome Measure(s) The 26-question online survey was developed by content experts and pilot tested before data collection. Participants answered questions focused on weight-chart use (implementation, timing, and calculations) and clinical decision processes (policies, interventions, and referral). Frequency statistics were calculated. Results The majority of ATs (57.2%) did not use weight charts. Of those who did, most (76.0%) used charts with football, soccer (28%), and wrestling (6%) athletes. They calculated changes as either an absolute (42.2%) or percentage (36.7%) change from prepractice to postpractice; only 11.7% used a baseline weight for calculations. Of those who used the percentage change in body mass, 66.0% selected a threshold of −3% to −4% for an intervention. Most ATs (97.0%) intervened with oral education, whereas only one-third (37.0%) provided specific fluid amounts based on body mass changes. Conclusions Typically, ATs in athletic settings did not use weight charts. They considered a body mass change of –3% the indication for intervention but did not specify rehydration amounts for hypohydrated athletes. Educational workshops or technology applications could be developed to encourage ATs to use weight charts and calculate appropriate individual fluid interventions for their athletes.

scholarly journals EFFECT OF ORGANIZATIONAL CULTURE INTENSITY ON JOB SATISFACTION

2019 ◽  
Vol 7 (2) ◽  
pp. 116
Author(s):  
Prasiska Ramadyaning Utami ◽  
Maria Kristine Sitohang
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Research Design ◽  
Organizational Cultures ◽  
Cross Sectional ◽  
Population Total ◽  
Healthcare Center ◽  
Independent Variable ◽  
Cross Tabulation

Background: Organizations need to pay attention to the job satisfaction of their members to achieve their goals. In 2011, the Airlangga Healthcare Center surveyed job satisfaction with the target of 80%. However, the target has not been achieved.  Job satisfaction can be affected by several factors, and one of them is the culture within the organization.Aim: This study aims to analyze the effect of organizational culture intensity towards job satisfaction of the Airlangga Healthcare Center’s employees.Method: This study was conducted in November 2011 – June 2012 with a cross-sectional research design. The sample of the study used the population total technique. The independent variable of the research was the organizational culture intensity. While the dependent variable was job satisfaction. The data were analyzed descriptively by employing cross-tabulation analysis between organizational culture intensity and job satisfaction.Results: The most influential aspect of the organizational culture was cooperation that reached 73.9%. Job satisfaction aspects with a very satisfying level were job and co-worker aspects that reached 78.3%. The most influential aspect of organizational cultures that affect job satisfaction is trust that amounted to 83.3%. However, the organizational cultures affect job satisfaction with a percentage of  92.3% overall.Conclusion: The research concludes that the organizational culture intensity is a factor that affects job satisfaction of the employees at the Airlangga Healthcare Center. The recommendation for the organization is to improve the togetherness aspect of organizational cultures.Keywords: organizational culture intensity, job satisfaction, organization. 

scholarly journals DO TYPES OF ORGANIZATIONAL CULTURE CORRELATE WITH THE JOB SATISFACTION?: A STUDY ON EMPLOYEES’ PERCEPTION

2019 ◽  
Vol 7 (2) ◽  
pp. 162
Author(s):  
Diajeng Puspa Arum Maharani ◽  
Firda Nadia Roshandi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Employee Turnover ◽  
The Other ◽  
Cross Sectional ◽  
Correlation Test ◽  
Determinant Factors ◽  
Other Hand ◽  
Cross Sectional Design ◽  
Support Work

Background: The Orthopaedic and Traumatology Hospital had an increase in employee turnover of 1.39% from January to June 2012. It occurred due to high resignation and employee unsatisfaction. Thus, an organizational culture that consists of clan, hierarchy, market, and adhocracy becomes one of the determinant factors for employee turnover.Aims: This study aims to analyze the correlation between organizational culture and the employees’ job satisfaction.Method: This study used descriptive quantitative with a cross-sectional design, and the data were analyzed with a correlation test. There were 52 employees as the data of this study. The instruments utilized were OCAI and JSS questionnaires.Results: Market-type organization correlated significantly with job satisfaction. Organizational culture type, such as clan-type organization, adhocracy-type organization, and the hierarchy-type organization did not correlate significantly with job satisfaction. The majority of employees perceived that the Orthopedic and Traumatology Hospital adopts a hierarchy-type organization orienting to regulation and leadership. On the other hand, they expected the hospital to apply clan-type organizations that concerned about teamwork and ownership.Conclusion: There is a correlation between the market-type organization and job satisfaction. Meanwhile, there is no correlation between the clan-type organization, adhocracy-type organization, hierarchy-type organization, and job satisfaction. The hospital should increase internal strength, such as teamwork, training, facilities, and policies that support work procedures and staff.Keywords: market, adhocracy, clan, hierarchy, employees’ job satisfaction.

scholarly journals Awareness and response to Coronavirus Disease (Covid-19) epidemic among the Arab population in the Eastern Mediterranean Region and Arab Peninsula

2020 ◽  
Vol 6 (4) ◽  
Author(s):  
Mhammad Saleh ◽  
Marwan Saleh ◽  
Mohammed Nabil Zahid
Keyword(s):  
Social Media ◽  
Online Survey ◽  
Eastern Mediterranean ◽  
Eastern Mediterranean Region ◽  
Arabic Language ◽  
Control Measures ◽  
Full Time ◽  
Arab Population ◽  
Cross Sectional ◽  
Infection Control Measures

Objectives: This online survey planned to analyze the knowledge and apprehension about coronavirus among the Arab populations.  Methods: a cross-sectional questionnaire-based survey was conducted from 15th May 2020 to 27th May 2020. The survey included a total of 443 Arab participants. Divided into four groups according to the age; under 20 years old (28 participants), 20- 40 (359), 40- 60 (49), and 7 participants were over 60. According to gender; male (318 participants) and female (125). Based on education level, participants were categorized as a secondary school (5 participants), high school (28), university graduated (327), and postgraduate (83).  Results: Most of the participants showed a good adaptation for the precautions concerning isolation and quarantine. 299 participants stayed at home during the COVID-19 outbreak by taking a break from jobs or performing their jobs from home. 144 participants performed partial or full-time jobs from 20-60 groups of age. Most of the population were dependent on social media to receive the update about the virus. 141 participants said that they are not up to date enough about the COVID-19 related to the language barrier. Conclusion: The majority of the participants had heard about COVID-19 and were aware of the infection control measures. Most of the participants strictly adapted to quarantine during the outbreak. Further steps need to be taken to enhance the social media accounts and internet websites in the Arabic language which concern medical and educational content. 

Subculture by autonomy and group cohesion and its effect on job satisfaction of R&D professionals in an R&D organization

2015 ◽  
Vol 22 (2) ◽  
pp. 154-172 ◽  
Author(s):  
Jaehwan Jung ◽  
Changi Nam ◽  
Euehun Lee ◽  
Seongcheol Kim
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Project Success ◽  
Group Cohesion ◽  
Full Time ◽  
Critical Factors ◽  
High Group ◽  
Highly Educated ◽  
Research Fields ◽  
Professional Research

AbstractProfessional research and development (R&D) organizations typically employ highly educated professionals to work on a range of creative, intellectual projects in their chosen fields. In these organizations, organizational culture and subculture are critical factors connected with project success. This paper explores the existence of subcultures and the factors that contribute to subcultures within a professional R&D organization, and examines subcultural effects on the job satisfaction of R&D professionals to suggest a suitable cultural type for professional R&D organizations. Autonomy and group cohesion are considered, so grid–group theory is applied to measure R&D culture. The subjects were 285 full-time researchers who had worked at the Electronics and Telecommunications Research Institute, an international IT institution, for over 5 years. Differences were found in organizational culture according to the research fields and types (applied and developmental research). The egalitarian culture type (low grid, high group) is found to be suitable for improving job satisfaction in R&D organizations.

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