Description:
AIMS: To investigate job satisfaction and confidence levels of graduate nurses during their first year of employment and the impact various training programmes have on these factors. BACKGROUND: The transition from nursing student to practising nurse can be a challenging and stressful time for new nurses. Healthcare organizations provide transition programmes to support nurses through this vulnerable time and to assist in increasing graduates' job satisfaction and retention rates. However, no systematic review of transition programme outcomes has been undertaken to determine the impact of these programmes on improving satisfaction levels and on easing the challenges faced by nursing graduates in their new roles as Registered Nurses. DESIGN: Systematic review of effect using narrative synthesis. DATA SOURCES: Quantitative studies published between 2000-December 2012 were identified using electronic databases and reference lists and by searching 'grey literature'. Primary search terms were 'new graduate nurse' and 'transitional programmes'. REVIEW METHODS: The three authors, guided by standardized procedures, performed independent, blinded data extraction and quality assessment. RESULTS: From 338 studies initially identified, eleven studies were included in this review. These studies used a variety of study designs including quasi-experimental and pre- and posttesting. CONCLUSION: Evidence suggests that transition programmes are necessary in creating working environments that support new nurses in the clinical environment and this is demonstrated by increased job satisfaction and retention rates. However, optimum programme length and structure are unclear.
Description:
This study examines the effect of own income versus reference group income and the subjective factors considered important in a job for a sample of off–farm migrants in China. We find that own income has a positive effect on job satisfaction while the effect of reference group income is gender specific. We find evidence that males experience a tunnelling effect (higher income co-workers increase their job satisfaction) while females experience a jealousy effect (higher income co-workers lower their job satisfaction). We explain this result in terms of men reacting more positively in competitive environments and that, in China, males have better prospects for promotion. We find that compared with employees in western countries, off–farm migrants in China place much more emphasis on income and less importance on collegiality and job stability.
Description:
This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five-SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well-established multi-item scales that have been validated both in English-speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Fiveextraversion, conscientiousness, and neuroticismhave an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a high collectivism and high power distance country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.
Description:
Objective To determine the relationship between team dynamics with healthcare coordination and clinical job satisfaction of the community health workers (CHWs). Methods A cross‐sectional study was conducted among 133 health workers (including doctors, nurses, or midwives) at 21 Commune Health Cent in Quoc Oai District, Vietnam, from July 2015 to May 2017. A self‐administered questionnaire consisting of 5‐Likert items regarding team dynamics and healthcare coordination clinical work satisfaction was utilised. Descriptive statistics and correlation matrix were applied for seven factors of team dynamic, clinical work satisfaction, and patient care coordination queried by primary care providers. Bayesian model averaging (BMA) was used to identify the predictors of the level of team dynamics and healthcare coordination. Results The mean score of overall team dynamics among the study participants was 4.08. Clinical work satisfaction and patient care coordination scores among resident physicians were higher than those of attending clinicians however, the differences were not statistically significant. The results of BMA analysis indicated that team dynamics significantly associated with clinical work satisfaction, and it explains 9% of the total variance in clinical work satisfaction. Team dynamics level was also positively associated with patient care coordination. Patient care coordination was not a significant mediator between team dynamics and clinical work satisfaction. Conclusion Team dynamics is a potential contributor to improving patient care coordination and clinical job satisfaction of CHWs. As no significant correlation between patient care coordination and clinical job satisfaction was observed, to improve team performance, providing conditions that facilitate team building and teamwork should be conducted for CHWs in CHCs. Highlights Team dynamics, healthcare coordination and clinical work satistsfaction among health professionals are critical to quality of healthcare. In lower‐middle income countries like Vietnam, little has been known about these contributors at community‐based healthcare system. Identifying that team dynamics significantly associated with both patient care coordination and clinical work satisfaction among community health workers, but this association being not mediated by patient care coordination informs healthcare planning at community level. As team dynamics is a contributor to both patient care coordination and clinical job satisfaction, improving team dynamics should be considered as one of priorities for better community healthcare in low or middle resource setting.
Description:
This study examines the effect of age, gender, educational level, marital status, income, job level, and facet job satisfaction on global job satisfaction. Data were collected from 340 white collar urban employees in Fushun. Both global and facet job satisfaction are measured with well-validated survey instruments. The statistical analysis shows that when the demographic variables, income, and job level are used as predictors of global job satisfaction, the model is not significant. Among the nine facet job satisfactions, satisfaction with pay, with benefit, and with work itself have positive effect on global job satisfaction. When both facet job satisfaction and the demographic, and organizational characteristics variables are introduced, age also have a positive effect on global job satisfaction.
Description:
In this article we explore the importance of ‘everyday discrimination’ and other psycho-social variables for psychological wellbeing, considering differences according to age, gender and socio-economic position. Using employee survey data collected within Australian organisations we explore a statistically reliable model of the relationship between aspects of the psycho-social work environment, psychological wellbeing and job satisfaction. The employee survey was carried out in two phases during mid-2007 and mid-2008 in a national university, two international freight terminals of a large international airline, a national manufacturing company and the roadside assistance division of a motoring organisation. Structural Equation Modelling was used to configure a model including psycho-social factors: respect, support, training, job insecurity and personally meaningful work. Everyday discrimination and consultation with supervisor were considered in terms of their direct effect on psychological wellbeing and job satisfaction and their indirect effect via the psycho-social factors enumerated above. Importantly, this generalised model attempts to describe the interrelations of these factors effectively for various age groups, gender and socio-economic position. We identify age, gender and socio-economic differences in the strength and relative importance of these relationships. A further validation study with an independent sample will be required to verify the model proposed in this article. The implications for the design of workplace interventions concerned with age discrimination are discussed.
Description:
The overall aims of this study were to investigate the prevalence, extent and explore the experiences of Nurse Academics in Australia in relation to job satisfaction and burnout. Over the last three decades, university teaching has become increasingly challenging and stressful; this has affected the quality of life of academics. This is evidenced by the rapidly changing working conditions and stress experienced globally among university academics Consequently, the relationship between academics and their workplace are very demanding, more stressed, followed by lack of resources and eventually leading to burnout. Burnout is defined as a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. Since, the move of nurse education into the university sector in Australia in the mid 1980’s, the stress and demands placed upon Nursing Academics has risen and intensified dramatically. Although the literature is replete about the work experiences among university academics very little research has been carried out to investigate the prevalence and explore the experiences among nurse academics, particularly within Australia (Bittner, & Bechtel, 2017) in relation to occupational stress and burnout. This research study utilized a mixed methods design, specifically, the sequential explanatory model A two phased approach was utilized. In phase one 234 nurse academics completed the survey comprised of the MBI, MSQ and demographics. In phase two, 19 participants were interviewed. The conceptual framework that underpins this study is influenced by the Job- Demands Resource Model (J-DR Model). In phase one, participants were drawn from a cross section from novice to experienced academics. 50% of participants reported low levels of burnout, whilst the other 50% reported either moderate or high levels of burnout. Out of these 50% who experienced burnout about 20% of respondents experienced a high-level of burnout. Similarly, 50% of the participants experienced low levels of job satisfaction and this correlated significantly with high levels of the total burnout scores (r = -0.56). Within the qualitative component, the main themes included a lack of work life balance, incivility towards staff, increasing workloads, challenging students, lack of recognition, negative workplace culture, lack of awareness of the importance of political astuteness, and lack of leadership skills and difficulty with retention of newly appointed staff. Many participants also expressed being threatened, felling intimidated, and unfairly treated coupled with facing personalities who were driven by power struggles. Overall, there appeared to be a sense of powerlessness, that participants were relatively powerless and unable to change their lot. Although personal resilience provided a buffering effect for some of the participants and acted as a protective factor against stress and burnout it is not well understood. This research study contributes to the ongoing body of work on the experiences of nurse academics globally and gives a further insight and understanding of the personal experiences of occupational stress and burnout among Australian nurse academics. However, a few potential limitations to this study should be noted. The study sample was only selected from within Australian universities which may limit the global generalisation of the findings and it was undertaken at an only one time point. Occupational stress leading to burnout is still considered an important factor and predictor of job satisfaction and intention to leave among Australian nurse academics. Effective mentoring and leadership styles that promote a nurturing work environment, a sense of belonging, being valued, heard, and recognised, are areas of priority. Strategies and policies should be revised for greater inclusiveness, academic freedom, institutional autonomy, and a better work-life balance. Further work is needed that examines the specific types of support systems that nurse leaders could initiate to reduce job stress leading to burnout. Ongoing evaluation is crucial to ensure the appropriateness, efficacy, and effectiveness of the support systems. The findings have important global implications in terms of recruitment and retention of nurse academic.
Description:
The overall aims of this study were to investigate the prevalence, extent and explore the experiences of Nurse Academics in Australia in relation to job satisfaction and burnout. Over the last three decades, university teaching has become increasingly challenging and stressful; this has affected the quality of life of academics. This is evidenced by the rapidly changing working conditions and stress experienced globally among university academics Consequently, the relationship between academics and their workplace are very demanding, more stressed, followed by lack of resources and eventually leading to burnout. Burnout is defined as a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. Since, the move of nurse education into the university sector in Australia in the mid 1980’s, the stress and demands placed upon Nursing Academics has risen and intensified dramatically. Although the literature is replete about the work experiences among university academics very little research has been carried out to investigate the prevalence and explore the experiences among nurse academics, particularly within Australia (Bittner, & Bechtel, 2017) in relation to occupational stress and burnout. This research study utilized a mixed methods design, specifically, the sequential explanatory model A two phased approach was utilized. In phase one 234 nurse academics completed the survey comprised of the MBI, MSQ and demographics. In phase two, 19 participants were interviewed. The conceptual framework that underpins this study is influenced by the Job- Demands Resource Model (J-DR Model). In phase one, participants were drawn from a cross section from novice to experienced academics. 50% of participants reported low levels of burnout, whilst the other 50% reported either moderate or high levels of burnout. Out of these 50% who experienced burnout about 20% of respondents experienced a high-level of burnout. Similarly, 50% of the participants experienced low levels of job satisfaction and this correlated significantly with high levels of the total burnout scores (r = -0.56). Within the qualitative component, the main themes included a lack of work life balance, incivility towards staff, increasing workloads, challenging students, lack of recognition, negative workplace culture, lack of awareness of the importance of political astuteness, and lack of leadership skills and difficulty with retention of newly appointed staff. Many participants also expressed being threatened, felling intimidated, and unfairly treated coupled with facing personalities who were driven by power struggles. Overall, there appeared to be a sense of powerlessness, that participants were relatively powerless and unable to change their lot. Although personal resilience provided a buffering effect for some of the participants and acted as a protective factor against stress and burnout it is not well understood. This research study contributes to the ongoing body of work on the experiences of nurse academics globally and gives a further insight and understanding of the personal experiences of occupational stress and burnout among Australian nurse academics. However, a few potential limitations to this study should be noted. The study sample was only selected from within Australian universities which may limit the global generalisation of the findings and it was undertaken at an only one time point. Occupational stress leading to burnout is still considered an important factor and predictor of job satisfaction and intention to leave among Australian nurse academics. Effective mentoring and leadership styles that promote a nurturing work environment, a sense of belonging, being valued, heard, and recognised, are areas of priority. Strategies and policies should be revised for greater inclusiveness, academic freedom, institutional autonomy, and a better work-life balance. Further work is needed that examines the specific types of support systems that nurse leaders could initiate to reduce job stress leading to burnout. Ongoing evaluation is crucial to ensure the appropriateness, efficacy, and effectiveness of the support systems. The findings have important global implications in terms of recruitment and retention of nurse academic.
Description:
'Public service motivation’ (PSM) is usually reported as a bright force although recent debatealludes to a dark side. Variables representing each side are, respectively, job satisfaction andburnout. This study tests for both the bright and potential dark direct effects of PSM andresponds to calls to further validate the international PSM instrument developed by Kimet al. (2013). Using a sample of 455 local council workers in Australia, analysis confirmedthat while the measure was robust and generalizable in its structure, none of the dimensionsof PSM were found to influence either job satisfaction or burnout. Plausible explanationsinclude contextual factors, nomological concerns with the measurement instrument, and thenotion that PSM has a non-significant influence on either. The implications of these findingsare discussed and future research proposed.
Description:
In this paper we examine predictors of job satisfaction within the call centre industry. Using a qualitative methodology, we investigate the nature and extent of job satisfaction of customer service representatives in two large Australian call centres. The findings from the study confirm that monitoring, personal privacy and flexibility correlate to workers' wellbeing and job satisfaction.
Description:
This study examines the effect of own income versus reference group income and the subjective factors considered important in a job for a sample of off–farm migrants in China. We find that own income has a positive effect on job satisfaction while the effect of reference group income is gender specific. We find evidence that males experience a tunnelling effect (higher income co-workers increase their job satisfaction) while females experience a jealousy effect (higher income co-workers lower their job satisfaction). We explain this result in terms of men reacting more positively in competitive environments and that, in China, males have better prospects for promotion. We find that compared with employees in western countries, off–farm migrants in China place much more emphasis on income and less importance on collegiality and job stability.
Description:
The aim of this study is to examine the factor structure of the scale of Job Satisfaction Survey (JSS), and its divergent and convergent validity in Chinese population. Data were collected with JSS from 1073 urban employees in Liaoning. Four alternative models were tested with confirmatory factor analysis. The first two models are models validated in the US, while the third and fourth models are composed of five commonly used dimensions of job satisfaction taken from JSS. The research found a poor model fit for the first two models, suggesting a possible national difference between China and the US. However, model three and model four displayed a good model fit, suggesting that the five dimensions in JSS (satisfaction with nature of work, with supervision, with co-worker, with promotion, and with pay) are five distinct dimensions. The correlations between these five facet job satisfaction and PA and NA demonstrated convergent and divergent validity of the scales for these five dimensions of job satisfaction.
Description:
The aim of this study is to examine the factor structure of the scale of Job Satisfaction Survey (JSS), and its divergent and convergent validity in Chinese population. Data were collected with JSS from 1073 urban employees in Liaoning. Four alternative models were tested with confirmatory factor analysis. The first two models are models validated in the US, while the third and fourth models are composed of five commonly used dimensions of job satisfaction taken from JSS. The research found a poor model fit for the first two models, suggesting a possible national difference between China and the US. However, model three and model four displayed a good model fit, suggesting that the five dimensions in JSS (satisfaction with nature of work, with supervision, with co-worker, with promotion, and with pay) are five distinct dimensions. The correlations between these five facet job satisfaction and PA and NA demonstrated convergent and divergent validity of the scales for these five dimensions of job satisfaction.
Description:
This study examines the relationship between positive affectivity, negative affectivity, job satisfaction, and life satisfaction using a sample of 558 urban employees from Dalian. Positive and negative affectivity were measured with Watson's PANAS scale, job satisfaction was measured with Spector's JSS scale, and life satisfaction was measured with the International Wellbeing Group's PWI scale. All the scales are well established multi-item scales that have been validated both in English speaking populations and in China. The statistical analysis found that affectivity is a source of both job satisfaction and life satisfaction. Job satisfaction is positively related to life satisfaction, supporting the spillover theory. Job satisfaction partly mediates the relationship between affectivity and life satisfaction. The practical implications for managers is that because of the dispositional source of job and life satisfaction, managers need to put more emphasis on improving job satisfaction and subjective quality of life by improving the workplace environment.
Description:
This study examines the effect of own income versus reference group income and the subjective factors considered important in a job for a sample of off–farm migrants in China. We find that own income has a positive effect on job satisfaction while the effect of reference group income is gender specific. We find evidence that males experience a tunnelling effect (higher income co-workers increase their job satisfaction) while females experience a jealousy effect (higher income co-workers lower their job satisfaction). We explain this result in terms of men reacting more positively in competitive environments and that, in China, males have better prospects for promotion. We find that compared with employees in western countries, off–farm migrants in China place much more emphasis on income and less importance on collegiality and job stability.