scholarly journals A research about job satisfaction of medical secretaries working in a public hospital in the city center of Diyarbakir, Turkey

2015 ◽  
Vol 4 (5) ◽  
pp. 90 ◽  
Author(s):  
Rojan Gumus ◽  
Arif Sahin
Keyword(s):  
Job Satisfaction ◽  
Marital Status ◽  
Public Hospital ◽  
Health Workers ◽  
Operating Conditions ◽  
Survey Method ◽  
Fringe Benefits ◽  
Administrative Positions ◽  
Working Status ◽  
Contingent Rewards

Objective: The aim of this study was to investigate the level of job satisfaction among medical secretaries and to identify the major predictors that affect their complaints about work.Methods: The data were obtained from 115 medical secretaries working in a public hospital. We didn’t use any sampling method but tried to reach the whole population in the hospital. As a survey method, Spector Job Satisfaction Survey (JSS, 1985) has been used. JSS is a 36 item, nine facet scale (pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, nature of work and communication) in order to assess employee attitudes about the job and aspects of the job. Its reliability has been measured by the Cronbach Alpha test. Employees were compared according to their gender, age, marital status, education, working status (official-employed by government/ casual staff-employed by firms), working experience (years) and working position (administrative-clinical). Descriptive statistics, significance tests and confidence tests were gained by SPSS 16.0.Results: Findings showed that gender and marital status affect satisfaction but age doesn’t play a big role. Male participants were more satisfied in terms of promotion (χ2 = 27.506, p < .001) and supervision (X2= 29.852, p < .001) facets. In terms of pay (X2 = 15.764, p < .01), fringe benefits (X2 = 24.948, p < .001), and contingent rewards (X2 = 26.396, p < .001) single participants were more satisfied relative to married ones. Also, participants who had working experience over 10 years were more satisfied. The highest significance levels were seen in working position (administrative/clinical) and working status (official-casual). Participants working official and at administrative positions were more satisfied on various facets.Conclusions: Based on outcomes of this study, it is observed that lowest satisfaction levels were found in pay, promotion, and communication facets. Participants were more satisfied with nature of work, supervision and fringe benefits. Participants working at administrative positions were more satisfied in terms of supervision, coworkers, and nature of work facets. In clinics health workers have more work to do and this may lead to dissatisfaction in relationships with coworkers and supervisors. Because of the fact that working casually means inconsistency of work, hard working conditions, lower payments and impossibility of promotion, participants working casually were dissatisfied in terms of pay, supervision, coworkers, communication and nature of work facets. It is obviously seen that the government has deficiency about describing responsibilities and rights of medical secretaries. The status of work should be strengthened and their future at work should be taken under assurance.

scholarly journals Job satisfaction and organizational commitment of employees in tourism: Serbian Travel agency case

2021 ◽  
Vol 26 (4) ◽  
pp. 50-64
Author(s):  
Sandra Dramićanin ◽  
Goran Perić ◽  
Nebojša Pavlović
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Survey Method ◽  
Fringe Benefits ◽  
Future Research ◽  
Travel Agency ◽  
Job Satisfaction Survey ◽  
Research Findings ◽  
Questionnaire Research ◽  
Contingent Rewards

The aim of this research is to examine the relationships between the factors of job satisfaction (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work and communication) identified by Spector and the organizational commitment in travel agencies in Serbia. The survey was conducted during March and April 2020, on a sample of 152 respondents, using a survey method and validated instruments: Job Satisfaction Survey and Organizational Commitment Questionnaire. Research findings indicate a significant positive relationship between job satisfaction and organizational commitment. Furthermore, the results indicate that pay, promotion, fringe benefits, co-workers and communication correlate significantly with employee commitment, while between the other factors of job satisfaction (supervision, contingent rewards, operating procedures, nature of work) and organizational commitment, there are moderately positive relationships. Implications, research limitations and suggestions for future research are presented.

scholarly journals National Collegiate Athletic Association Division and Primary Job Title of Athletic Trainers and Their Job Satisfaction or Intention to Leave Athletic Training

2011 ◽  
Vol 46 (3) ◽  
pp. 312-318 ◽  
Author(s):  
Aaron B. Terranova ◽  
Jolene M. Henning
Keyword(s):  
Job Satisfaction ◽  
Athletic Training ◽  
National Collegiate Athletic Association ◽  
Athletic Trainers ◽  
Intention To Leave ◽  
Operating Conditions ◽  
Athletic Trainer ◽  
Fringe Benefits ◽  
Job Title ◽  
National Athletic Trainers Association

Context: Membership in the National Athletic Trainers' Association (NATA) has declined in recent years, generating much debate about professional commitment. Objective: To compare the contributing factors of job satisfaction and intention to leave athletic training of certified athletic trainers (ATs) employed in National Collegiate Athletic Association (NCAA) institutions. Design: Cross-sectional study. Setting: A link to a Web-based questionnaire containing the Spector Job Satisfaction Survey (JSS) and an original Intention to Leave Survey (ITLS) was distributed by e-mail to 1003 certified members of the National Athletic Trainers' Association. Patients or Other Participants: A total of 191 certified members of the NATA employed in a college or university setting in a primarily clinical capacity; representing all NCAA divisions; and having the job title of head athletic trainer, associate/assistant athletic trainer, or graduate assistant/intern athletic trainer. Main Outcome Measure(s): We used separate 3 × 3 factorial analyses of variance to compare the mean scores of each JSS subscale and of the ITLS with NCAA division and job title. A stepwise multiple regression was used to determine the strength of the relationships between the JSS subscales and the ITLS. Results: We found differences for job title in the subscales of Fringe Benefits (F2,182 = 7.82, P = .001) and Operating Conditions (F2,182 = 12.01, P &lt; .001). The JSS subscale Nature of Work was the greatest indicator of intention to leave (β = −0.45). Conclusions: We found a strong negative correlation between various facets of job satisfaction and intention to leave athletic training. The NCAA division seemed to have no effect on an individual's job satisfaction or intention to leave the profession. In addition, only Fringe Benefits and Operating Conditions seemed to be affected by job title. The ATs had similar levels of job satisfaction regardless of NCAA division, and their job titles were not a major factor in job satisfaction.

The Effect of Organizational Values, Work-Related Compensation, and Benefits on Job Satisfaction of Home Health Aides

2019 ◽  
Vol 32 (2) ◽  
pp. 95-104
Author(s):  
Seokwon Yoon ◽  
M. Mahmud Khan
Keyword(s):  
Job Satisfaction ◽  
Health Workers ◽  
Care Facility ◽  
Organizational Values ◽  
Home Health ◽  
Fringe Benefits ◽  
Hourly Wage ◽  
Related Factors ◽  
Work Related ◽  
Home Health Aides

Although the work of home health aides is very demanding physically and emotionally, they rarely receive support from peers or from the organizations for which they work. This study is aimed at examining the influence of organizational values and work-related compensation on job satisfaction of home health aides. A total of 3,377 home health aides and 1,036 home health agencies were selected from the nationally representative sample. The number of work-related fringe benefits was highly associated with job satisfaction of home health aides. Household income was found to be negatively associated with job satisfaction. Significant cross-level interaction effects revealed that hourly wage had a stronger relationship with job satisfaction when individual home health aides worked for agencies that were perceived to recognize the value of home health aides. We conclude that organizational values significantly moderate the relationship between work-related factors and job satisfaction. The findings suggest that home health care facility leaders need to recognize explicitly the value of home health workers, to provide them with additional fringe benefits so that workers feel valued and to adopt a patient assignment system that allows strengthening of patient-worker bonds for enhancing home health aides’ job satisfaction.

Job satisfaction and job performance in the media industry

2016 ◽  
Vol 28 (5) ◽  
pp. 984-1014 ◽  
Author(s):  
Naser Valaei ◽  
Shokouh Jiroudi
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Operating Conditions ◽  
Media Industry ◽  
Content Type ◽  
Level Of Education ◽  
Moderating Variables ◽  
The Media ◽  
The Relationship ◽  
Contingent Rewards

Purpose The purpose of this paper is to examine the relationship between job satisfaction and employee performance in the media industry as well as the role of demographic variables, namely, age, gender, income, marital status, and the level of education as categorical moderators on this relationship. Design/methodology/approach A total of 220 valid questionnaires were collected from employees in the Malaysian media industry to examine the goodness of model fit, sign indeterminacy, measurement model, and structural relationships between constructs. Using partial least squares (PLS) path modelling, this study introduces a full-fledged structural equation modelling approach by applying ADANCO 1.1 advanced composite modelling and SmartPLS 3.2.3. PLS-multi-group analysis is applied to examine the heterogeneity of data and test the hypotheses on moderating variables. Findings Payment, promotion, supervision, operating conditions, co-workers, and nature of the work were found to be conducive to employees’ job performance, among which co-workers generated the highest path coefficient followed by operating conditions, payment, and promotion. Hypotheses on the relationships between fringe benefits, contingent rewards, communication, and job performance were rejected. Age, gender, and level of education were found as moderators to the relationship between facets of job satisfaction and employees’ job performance. Practical implications The results of importance-performance map analysis can help managers and decision makers to prioritize their actions. The findings show that co-workers and operating conditions have the highest importance and payment and contingent rewards have the highest performance on job performance in the media industry. Originality/value This study is among the few that investigates the relationship between job satisfaction and job performance in the media industry by considering demographic factors as the moderating variables. This study also contributes methodologically through the introduction of a synergistic PLS approach.

scholarly journals The level of job satisfaction among nurses at the General ​Al-Iman General Hospital: Field study applied to a sample of nurses at ​Al-Iman General Hospital in Riyadh: مستوى الرضا الوظيفي لدى الممرضين والممرضات بمستشفى الإيمان العام

2020 ◽  
Vol 4 (12) ◽  
Author(s):  
Khaled Sharia AlRashidi, Omar Ali Al- Sagheer Sumaida
Keyword(s):  
Job Satisfaction ◽  
Marital Status ◽  
General Hospital ◽  
Social Relations ◽  
Significant Relationship ◽  
Survey Method ◽  
Male And Female ◽  
Intensive Training ◽  
Level Of Satisfaction ◽  
Female Nurses

The study aimed at identifying the level of job satisfaction among male and female nurses at Al- Iman General Hospital. The study also aimed at detecting the factors that have the most impact on the level of job satisfaction among male and female nurses (the study sample) such as (marital status, age, gender, monthly salary, social relations, educational level). The study also aimed t developing a suggested proposal to improve the level of job satisfaction among male and female nurses at Al- Iman General Hospital.  The researcher used the social survey method to identify the study objectives. The study sample consisted of (115) workers of Al- Iman General Hospital in Riyadh, using the questionnaire as a tool to collect data. The collected data were processed through the SPSS program.  In light of this data, the study indicated that there is a statistically significant relationship at the level 0.05 between the administrative factor and the psychological factor among male and female nurses as the correlation coefficient was (0.828) and the level of significance (0.00) that is less than 0.01. There is also a statistically significant relationship between the administrative factor, the training factor, and the remunerations and incentives factor among male and female nurses at Al- Iman General Hospital in Riyadh. The study also indicated that there were no statistically significant differences among the respondents regarding the level of satisfaction with all factors according to x of the marital status, educational qualification, professional- grade, and the number of years of service variables. In light of the results, the researcher presented the following recommendations: • Developing all aspects that improve the level of satisfaction among nurses, especially in the aspects where their level of satisfaction is low. This improvement shall be through intensive training courses and providing nurses with an opportunity to obtain external courses or training in some major hospitals  • A training plan shall be organized to train all nurses, ensuring that training opportunities are for all employees. 3.The aspects that nurses have high satisfaction with such as psychological aspects and social relationships shall be preserved. • The hospital shall have a department, authorized to solve problems, that reduce the level of satisfaction among male and female nurses t Al- Iman General Hospital, and to develop appropriate ways to address these problems.

scholarly journals The correlation between anemia and the incidence of premature rupture of membranes (prom) at regional Public Hospital Panembahan Senopati Bantul

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Suciana Indriani ◽  
Elika Puspitasari
Keyword(s):  
Public Hospital ◽  
Health Workers ◽  
Survey Method ◽  
P Value ◽  
Premature Rupture Of Membranes ◽  
Premature Rupture ◽  
Chi Square ◽  
Mild Anemia ◽  
Moderate Anemia ◽  
Sample Technique

The incidence of premature rupture of membranes ranges from 5-10% of all partum. Preterm PROM occurs in 1% of all pregnancies, 70% of cases occur in term pregnancies and 30% of occurrence of PROM causes of premature birth. This study aimed to determine the correlation between anemia and the incidence of premature rupture of membranes at Regional Public Hospital of Panembahan Senopati Bantul in 2016-2017. The research design was analytic survey method using retrospective time approach. The sample technique used total sampling of 172 mothers with premature rupture of membranes. Based on data analysis it was found that partum women with mild anemia, as many as 155 respondents (90.1%), had premature rupture of membrane PROM > 37 weeks, while partum women with moderate anemia, as many as 6 respondents (5.0%), experienced premature rupture of membranes PPROM <37 weeks . Chi Square statistical test results with a significant level of 0.05 obtained p value= 0.001 (p value <0.005). There was a correlation between anemia and the incidence of premature rupture of membranes at Regional Public Hospital of Panembahan Senopati Bantul in 2017. Health workers should provide good ANC services in order to prevent anemia that affects the incidence of premature rupture of membranes.

scholarly journals Impact of job satisfaction on training motivation

2018 ◽  
Vol 16 (3) ◽  
pp. 337-355 ◽  
Author(s):  
Waed Ensour ◽  
Dia Zeglat ◽  
Fayiz Shrafat
Keyword(s):  
Job Satisfaction ◽  
Operating Conditions ◽  
Three Dimensions ◽  
Training Outcomes ◽  
Multiple Regression Technique ◽  
Training Motivation ◽  
Level Of Training ◽  
Motivation Model ◽  
The Impact ◽  
Contingent Rewards

This study aims to introduce new insights regarding factors influencing employees’ level of training motivation through investigating the impact of job satisfaction dimensions (pay, fringe benefits, contingent rewards, promotion, supervision, co-workers, operating conditions, nature of work and communication) on training motivation.Data were collected from 342 participants from six Jordanian ministries. The multiple regression technique was utilized to examine the predictive power of job satisfaction dimensions on training motivation. At the next stage, three sequential MR analysis rounds were conducted, each time using a different construct of training motivation (valence, instrumentality and expectancy) as a dependent variable.The results indicate that the dimensions of job satisfaction explain a low but significant variance of the overall training motivation model. Furthermore, it was found that only three dimensions of job satisfaction (nature of work, supervision and co-workers) respectively had a positive and significant impact on training motivation, while contingent rewards had a significant but negative impact.Regarding training motivation constructs, results indicate that the nature of work and supervision were the elements that have an impact on all constructs of training motivation. Finally, it was found that co-workers and contingent rewards had a significant impact on the training motivation constructs of expectancy (confidence in ability to learn) and valence (the perceived value of training outcomes), but no impact on instrumentality (rewards associated with learning).

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

Hubungan Iklim Komunikasi Organisasi dengan Kepuasan Kerja untuk Meningkatkan Kinerja Aparatur Pemerintahan Desa

2020 ◽  
Vol 4 (4) ◽  
pp. 517
Author(s):  
Bella Oktavianita ◽  
Sarwititi Sarwoprasodjo
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Survey Method ◽  
Government Officials ◽  
Communication Climate ◽  
Real Relationship ◽  
Village Government ◽  
Relationship Of ◽  
The Village ◽  
The Relationship

Iklim komunikasi organisasi merupakan persepsi pegawai mengenai peristiwa yang terjadi di lingkungannya. Kantor Desa Cibalung, Kecamatan Cijeruk, Kabupaten Bogor merupakan salah satu kantor desa yang memiliki berbagai prestasi. Prestasi yang sudah diraih tentu saja tidak lepas dari peran kinerja aparatur pemerintahan desa dan masyarakat yang terlibat dalam menciptakan lingkungan kerja yang produktif dan kepuasaan kerja yang dirasakan. Maka dari itu, penelitian ini bertujuan untuk melihat hubungan iklim komunikasi organisasi dengan kepuasan kerja dan hubungan kepuasan kerja dengan kinerja aparatur pemerintahan desa. Penelitian ini menggunakan pendekatan kuantitatif melalui metode survei dengan kuesioner yang didukung oleh data kualitatif melalui teknik wawancara mendalam dan studi literatur dengan responden sebanyak 36 orang. Hasil penelitian yang diperoleh menunjukkan bahwa terdapat hubungan nyata antara iklim komunikasi organisasi dengan kepuasan kerja dan hubungan sangat nyata antara kepuasan kerja dengan kinerja aparatur pemerintahan desa.Kata Kunci: iklim komunikasi, kepuasan kerja, kinerja, komunikasi organisasi=====ABSTRACTOrganizational communication climate was the employee's perception of events that occurred in their environment. The Cibalung Village Office, Cijeruk Subdistrict, Bogor District was one of the village offices that had various achievements. The achievements that have been achieved certainly could not be separated from the role of the performance of the village government apparatus and the community involved in creating a productive work environment and perceived job satisfaction. Therefore, this study aimed to analyze the relationship of organizational communication climate with job satisfaction and the relationship of job satisfaction with the performance of village government officials. This study used a quantitative approach through a survey method with a questionnaire supported by qualitative data through in-depth interview techniques and literature studies with 36 respondents. The results obtained indicated that there was a real relationship between organizational communication with job satisfaction and the very obvious relationship between job satisfaction by the performance of the village government apparatus.Keywords: communication climate, job satisfaction, performance, organizational communication

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