Workplace Satisfaction

2021 ◽  
pp. 106-120
Author(s):  
Michael G. Strawser ◽  
Stephanie A. Smith ◽  
Bridget Rubenking
Keyword(s):  
Workplace Satisfaction

Clients' Workplace Environment and Corporate Audits

2017 ◽  
Vol 36 (4) ◽  
pp. 89-113 ◽  
Author(s):  
Minjie Huang ◽  
Adi Masli ◽  
Felix Meschke ◽  
James P. Guthrie
Keyword(s):  
Audit Fees ◽  
Risk Assessments ◽  
Audit Report ◽  
Accounting Firms ◽  
Workplace Environment ◽  
Workplace Satisfaction ◽  
Going Concern ◽  
Corporate Executives ◽  
Workplace Environments ◽  
Jel Classifications

SUMMARY We obtain a novel dataset of workplace satisfaction ratings submitted by about 100,000 employees working for large public U.S. companies. We document that lower workplace ratings are associated with higher audit fees and longer audit report lags. Lower workplace ratings also increase the likelihood of firms receiving modified going concern opinions. Our study shows that organizational workplace environments affect auditor risk assessments and auditing outcomes and provide insights for practicing auditors and corporate executives. Our interviews with practicing auditors at large U.S. accounting firms also provide insights as to how workplace quality affects the corporate audit. JEL Classifications: G3; J28; M14; M42.

Assistant Teachers, Workplace Satisfaction, and the Creation of a Culturally Competent Workforce Pipeline in Head Start

2021 ◽  
pp. 089484532199323
Author(s):  
Jennifer Wallace Jacoby ◽  
Allegra Corwin-Renner
Keyword(s):  
Head Start ◽  
Professional Education ◽  
Teaching Staff ◽  
Bilingual Teachers ◽  
Culturally Competent ◽  
Early Care ◽  
Workplace Satisfaction ◽  
Vulnerable Communities ◽  
Symbolic Value ◽  
Assistant Teachers

Early care and education programs like Head Start provide a critical foundation for later achievement for children from vulnerable communities. Notably, recruiting and retaining bilingual teachers is an ongoing struggle for many Head Start agencies. Assistant teachers are more likely to be bilingual than their lead teacher counterparts ( Jacoby, in press ) and are important contributors to a workforce pipeline that diversifies staff. We conducted this qualitative study with 35 assistant teachers to understand how workplace attributes influence satisfaction and job retention in Head Start. Workplace attributes such as wages and support for professional education and those with symbolic value, such as the robustness of the program, both played an important role. We also found that the instrumental-symbolic framework demonstrated utility for understanding how workplace attributes might be leveraged to recruit and retain linguistically and culturally competent teaching staff.

scholarly journals Use of protocol-driven medication refills by pharmacists decreases rheumatologist in-basket work and improves rheumatologist satisfaction

2022 ◽  
Vol 11 (1) ◽  
pp. e001566
Author(s):  
Eva I Rottmann ◽  
Jonida Cote ◽  
Swana Thomas ◽  
Dante M Grassi ◽  
Joseph Chronowski ◽  
...  
Keyword(s):  
Well Being ◽  
Work Life ◽  
Disease Modifying Antirheumatic Drugs ◽  
Monthly Data ◽  
Workplace Satisfaction ◽  
The Past ◽  
American College Of Rheumatology ◽  
Medication Refill ◽  
Burn Out ◽  
Physician Workload

Burn-out among US physicians has been on the rise in the past few decades. Similarly, rheumatologists in the Geisinger Health System have experienced professional dissatisfaction through significant administrative burden and in-basket work. We embedded pharmacists into our rheumatology team in 2019 with the aim of reallocating medication refills to pharmacists, trained professionals in this domain, to help reduce physician workload and burn-out and increase satisfaction. Protocol-driven medication refill parameters per the American College of Rheumatology guidelines and new refill workflows for disease-modifying antirheumatic drugs (DMARDs) and non-DMARDs were created for use by our rheumatology pharmacists. Monthly data on medication refill volume and time saved for rheumatologists were collected from 1 January 2019 to 31 March 2021. Statistical analysis was completed via Shewhart p-charts. The volume of refills by rheumatologists decreased by 73% and the time saved per month for all the rheumatologists increased to 41.5 hours within 6 months. Physicians’ feedback was obtained via anonymous electronic surveys preintervention and postintervention. The statistical difference between the presurveys and postsurveys was calculated via two-tailed unpaired t-testing. It demonstrated reduced burn-out and improved workplace satisfaction. This study showed that the integration of rheumatology pharmacists into our practice can help improve the work life of the rheumatologists. It is important for physicians’ well-being to practice at the top of their scope and achieve work–life balance.

scholarly journals Scale development of occupational identity and testing model of antecedents and outcome variables of occupational identity

2014 ◽  
Vol 27 (4) ◽  
pp. 617-642 ◽  
Author(s):  
HongJoon Yoo ◽  
TaeYong Yoo ◽  
TaeIn Chung ◽  
Seongho Bae ◽  
AReum Jo
Keyword(s):  
Factor Analysis ◽  
Factor Structure ◽  
Discriminant Validity ◽  
Common Factor ◽  
Occupational Identity ◽  
Future Research ◽  
Workplace Satisfaction ◽  
Confirmatory Factor ◽  
Intention To Continue ◽  
Three Factor

The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction, and third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies were conducted. Data were gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As a result, the three-factor structure of occupational identity was stably replicated, although the sample was changed. The occupational identity had discriminant validity with workplace satisfaction. Except for person-occupation fit(a subfactor of occupational identity) had a high correlation with general, occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity generally had low correlations with other subfactors of workplace satisfaction. It was found that the occupational identity was derived from occupational reputation, dedication to the occupation, occupational pride, and mission to the occupation. And the occupational identity resulted in the purpose of the worker’s life and intention to continue the worker’s occupation. Based on these results, We made discussions about implications, limitations, and future research tasks.

scholarly journals The importance of monitoring nurses' workplace satisfaction of nurses for the well-being of all employees in nursing

2015 ◽  
Vol 49 (3) ◽  
Author(s):  
Mateja Lorber ◽  
Sonja Treven ◽  
Damijan Mumel
Keyword(s):  
Health Care ◽  
Quantitative Research ◽  
Health Care Organization ◽  
Linear Regression Analysis ◽  
Well Being ◽  
Middle Level ◽  
Care Organization ◽  
Cross Sectional ◽  
Workplace Satisfaction ◽  
The Relationship

Introduction: Work is an important constituent of an individual’s life since the experience of work influences well-being and health. The well-being of employees is an important issue in the work environment. The aim was to examine the relationship between satisfaction in the workplace and the well-being of employees in nursing. Methods: Quantitative research based on a cross-sectional study was used, with 640 employees in nursing from eight Slovenian hospitals participating in the study. A structured survey questionnaire was administered. The relationship between psychological well-being and workplace satisfaction was analysed with correlation and linear regression analysis. Results: The workplace satisfaction (x = 3.69, s = 1.13) and well-being ( x=161.27, s = 55.19) of employees in nursing are at a middle level. With the correlation analysis we established that well-being statistically significantly correlates with workplace satisfaction (r = 0.611, p < 0.001). Workplace satisfaction explains 42 % of the total variability of well-being of employees in nursing. Discussion and conclusion: It is necessary for every health care organization to take care of its employees' workplace satisfaction and well-being. Health care organizations can be successful and achieve their organisational objectives if their employees are satisfied with their work and have a high level of well-being.

Critical Factors for Field Staff: The Relationship Between Burnout, Coping, and Vocational Purpose

2019 ◽  
Vol 42 (4) ◽  
pp. 398-416
Author(s):  
Alexandra Z. Kolaski ◽  
Jennifer M. Taylor
Keyword(s):  
Behavioral Health Care ◽  
Security Assessment ◽  
Turnover Rates ◽  
Field Staff ◽  
Workplace Satisfaction ◽  
Key Characteristics ◽  
Outdoor Behavioral Health Care ◽  
Confirmatory Factor ◽  
The Impact ◽  
The Relationship

Background: Outdoor Behavioral Health Care (OBH) programs rely on field staff (FS) for the daily management of program activities, client safety and security, assessment information, and therapeutic intervention. Purpose: Given research that indicates turnover rates among FS are high, the present study was designed to evaluate components of resilience and burnout among FS that may help OBH programs retain FS. Methodology/Approach: Confirmatory factor analysis was used to empirically examine the impact of McEwan’s Workplace Resilience Model factors on FS resilience. Findings/Conclusions: A well-fitting model was developed to explain relationships between burnout, coping skills, and purpose among FS. Important links between vocational purpose, coping, and burnout were found. Implications: This article concludes by discussing implications and recommendations for OBH programs, in support of FS retention and workplace satisfaction, including the importance of creating workplace social and physical health support systems and key characteristics of resilient FS.

Critical reflection: a general practice support group experience

2018 ◽  
Vol 24 (3) ◽  
pp. 204
Author(s):  
Sophia Samuel ◽  
Heather Thompson
Keyword(s):  
Support Group ◽  
Best Practice ◽  
Critical Reflection ◽  
Medical Practitioner ◽  
Theory And Practice ◽  
Medical Practitioners ◽  
Workplace Satisfaction ◽  
Australian Health ◽  
Social Work Theory ◽  
Pastoral Support

The problem of medical practitioner burnout and loss of morale remains an ongoing challenge in the Australian health workforce. Collegiate recommendations are individualistic or personalised, or worse, punitive. Critical reflection in supervision is a long-accepted and key aspect of social work theory and practice. The use of critical reflection within a general practitioner support group is examined and key learnings from our findings over 3years are discussed. All participants reported the group enhanced individual and team workplace satisfaction, and wellbeing. This Practice and Innovation paper offers an example that could help improve current best practice in the pastoral support of medical practitioners.

scholarly journals A Circle of Violence: Are Burnout, Disengagement and Self-Efficacy in Non-University Teacher Victims of Workplace Violence New and Emergent Risks?

2020 ◽  
Vol 10 (13) ◽  
pp. 4595 ◽  
Author(s):  
Daniela Acquadro Maran ◽  
Tatiana Begotti
Keyword(s):  
Workplace Violence ◽  
Self Efficacy ◽  
Negative Emotions ◽  
Violent Behavior ◽  
Social Harm ◽  
Physical Force ◽  
Prevention And Intervention ◽  
Workplace Satisfaction ◽  
General Stability ◽  
Self Administered Questionnaire

Workplace violence (WV) is defined as an intentional misuse of power, including threats of physical force against another person or group, which can cause physical, mental, spiritual, moral or social harm. The aim of this study was to describe the prevalence, characteristics and consequences of WV in a sample of Italian teachers. Our hypothesis was that WV impacted workplace satisfaction, self-efficacy and burnout. A self-administered questionnaire was answered by 331 teachers. A total of 192 (58%) subjects reported experiencing a physical or psychological form of WV. Overall, findings confirmed our hypothesis: teacher victims of WV showed high levels of burnout—both in terms of exhaustion (F = 3.96; p = 0.04) and disengagement (F = 5.85; p = 0.016), lower levels of workplace satisfaction (F = 13.24; p < 0.001) and regulatory emotional self-efficacy—especially for negative emotions (F = 5.45; p = 0.02) compared with teachers who have never experienced WV. This investigation suggests the importance of preventing WV and offering support to victims. Doing so will increase teachers’ ability to manage and cope with violent behavior. Prevention and intervention may also decrease serious consequences in relation to victims’ wellbeing, and improve the general stability of the classroom, as well as motivation and academic commitment.

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