No abstract available.
Job Satisfaction*

No abstract available.
Job Satisfaction*

PURPOSE: The purpose of this study was to investigate the moderating effects of social support between emotional labor and job satisfaction in clinical nurses. METHODS: Participants were 311 clinical nurses and data were collected from July 11th to 18th, 2014. The data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient and hierarchical multiple regression with SPSS 21.0. RESULTS: The job satisfaction indicated a significant relationship to surface-acting (r=-.191, p=.001), deep-acting (r=.179, p=.002) and social support (r=.342, p<.001) respectively. Emotional labor significantly affected job satisfaction (F=11.592, p<.001), and explained 5.4% of the variance in job satisfaction. The social support acted as a moderator on the relationship between emotional labor and job satisfaction at significant level (F=11.416, p<.001). CONCLUSION: The results of this study suggest that it is important to develop social support promoting and stress relief program for clinical nurses to improve job satisfaction.
Job Satisfaction*

The information on job strain among crane operators in Malaysia is lacking. The aim of this study was to determine the prevalence and contributing factors of job strain among crane operators working in port container terminals. A cross sectional study was carried out at a port container terminal in Malaysia. Data was collected using validated self-administered questionnaires, which consisted of the Job Content Questionnaire (JCQ), and the Depression, Anxiety, and Stress Scale (DASS-21). All crane operators in the selected terminal participated in the study. Data was analyzed using SSPS version 19. Two-hundredand-forty crane operators participated in the study.. The prevalence of job strain determined from the JCQ was 43.8%. Job strain was significantly associated with psychological job demand, decision latitude, anxiety, physical isometric loads and muscle ache. The prevalence of job strain in this study was high. There is an urgent need to recognize the existence of this problem among crane operators by their respective management. Implementation of comprehensive stress management programs are recommended to reduce job strain among these workers. Keywords:I
Job Satisfaction

PURPOSE: In this study, differences and relationship between teaching style, personality, job stress, and job satisfaction among preceptors were examined. METHODS: The participants were 121 preceptors. Data were collected in November and December 2010 and analyzed using descriptive statistics, ANOVA, Scheffe's test, and Pearson correlation coefficients. RESULTS: The most frequent teaching style was judgement-initiative, and personality scores were highest for conscientiousness. Job stress was average (3.05+/-.59), and job satisfaction was below the mid-point level (2.76+/-.39). Job stress and job satisfaction were significantly different according to teaching style. Significant correlations were found between personality and job stress, and personality and job satisfaction. CONCLUSIONS: These findings indicate that changes in perceived teaching style, and personality may be necessary to decrease job stress, and to promote job satisfaction among preceptors. The results of this study should be considered in the development of effective preceptor training programs.
Job Satisfaction

OBJECTIVES: Work-family conflict can arise from two opposite directions: the experiences at work interfere with family life and the experiences in the family interfere with work life. This study explored the effects of the presence of two income sources on the association between work-family conflict and job attitude. METHODS: Responses to structured survey questionnaires were received from 236 two-income families living in the Seoul Metropolitan Area. RESULTS: A differential effect was observed between single-income families and two-income families. Higher job satisfaction was related with lower work interference with family (WIF) among single-income families and with lower family interference with work (FIW) among two-income families. CONCLUSIONS: Employee welfare programs need to be expanded to enhance job satisfaction for the increasing number of two-income families.
Humans ; Job Satisfaction ; Questionnaires

PURPOSE: The purpose of this study was to understand job satisfaction, burnout, emotional labor and positive psychological capital and to identify the factors that influence on job satisfaction in the hospital nurses. METHODS: This study was conducted through a survey of 274 nurses at two hospitals in the D city, Korea. Data were collected in September 7 to September 23, 2016 using structured questionnaires which included general characteristics, burnout, job satisfaction, positive psychological capital and emotional labor. Data were analyzed using descriptive statistics, ANOVA, and stepwise multiple regression test with SPSS/WIN 22.0. RESULTS: The score for job satisfaction was 3.03 out of 5. Job satisfaction was significantly correlated with burnout, emotional labor and positive psychological capital. The factors influencing job satisfaction were age, burnout, emotional labor and positive psychological capital. The predict variables accounted for 37.5% of job satisfaction. CONCLUSION: The results of this study show that factors influencing job satisfaction are burnout, emotional labor and positive psychological capital. Therefore, it is necessary to develop intervention programs to improve job satisfaction of nurses for emotional labor reduction and positive psychological capital improvement.
Job Satisfaction* ; Korea

BACKGROUND AND OBJECTIVE: The shortage of nurses has led to increasing competition in the recruitment and retention of nurses globally. According to literature, retention of nurses is correlated with job satisfaction, making it an important topic for research. This study compared the level of general, intrinsic, and extrinsic job satisfaction of Filipino nurses employed locally and overseas. It identified the major motivators and problems that affect their job satisfaction.

METHODS AND RESEARCH PARTICIPANTS: Eighty-four nurses were surveyed using the Minnesota Satisfaction Questionnaire. Fifty-five were locally-employed, while 29 were overseas Filipino nurses. The Mann-Whitney U Test was used to determine the significant difference in the level of satisfaction among the two groups. Answers on the open-ended questions were used to validate the quantitative data.

RESULTS: The results showed that Filipino nurses employed both locally and overseas have an average level of general satisfaction. Both groups also showed a high degree of intrinsic satisfaction and an average degree of extrinsic satisfaction. There is no significant difference found in the level of general, intrinsic, and extrinsic job satisfaction of locally and overseas employed Filipino nurses.

CONCLUSION: The study found that social service, an intrinsic factor, is the major motivating force of job satisfaction. Workload, an extrinsic factor, is the most common problem encountered for both groups of nurses. Salary serves as one of the factors that keeps Filipino nurses overseas satisfied, while it is one of the factors that causes dissatisfaction among locally-employed nurses.

BACKGROUND: This study was to identify factors affecting the job satisfaction of pediatric nurse.METHODS: The participants were the 190 nurses who worked in five pediatric ward and hospital in G city. Data were collected using structured questionnaires from August 1 to August 31 2014, and analyzed using descriptive statistics, t-test, ANOVA, Tukey, Pearson correlation analysis, and multiple linear analysis with the SPSS PC+ 21.0 program.RESULTS: The variables that affect job satisfaction of pediatric nurses were nurse-parent partnership(β=.30, p<.001), Nursing duty(β=−.24, p=.006), Lack of professional knowledge and skills(β=−.24, p=.002), treatment of nurses(β=−.22, p=.014). These factors accounted for 31.0% of the variance in the job satisfaction.CONCLUSION: This study shows that the methods for increasing nurse-parent partnership and reducing job stress are needed, so as to enhance job satisfaction of nurses who are working pediatric ward.
Job Satisfaction ; Nursing

PURPOSE: This study was done to investigate the correlation among emotional labor, nursing professional values, and job satisfaction and identify factors that affect job satisfaction of nurses working in small and medium-sized hospitals. METHODS: Data were collected from 214 nurses in S city. The following measurement tools were used: Emotional labor by Morris et al. (1996), Nursing Professional Values Scale by Yeun et al. (2005), and Index of Work Satisfaction by Stamps et al. (1978). Collected data were analyzed with SPSS/WIN 18.0 using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. RESULTS: Participants' scores for emotional labor, nursing professional values and job satisfaction were 3.11+/-0.48, 3.46+/-0.39, and 3.02+/-0.29 respectively. Emotional labor showed a negative correlation with job satisfaction (r=-.33, p<.001), while nursing professional values showed a positive correlation with job satisfaction (r=.58, p<.001). Emotional labor and nursing professional values were identified as factors influencing job satisfaction. The model explained about 39% of the variance in job satisfaction (F=67.40, p<.001). CONCLUSION: The results of this study suggest that it is important to manage emotional labor as well as to improve professional values and job satisfaction of nurses working in small and medium-sized hospital.
Job Satisfaction* ; Nursing*