The Emergence of Loving Pedagogy in the L2 Affective Domain:How Affective Pedagogy Accounts for Chinese EFL Teachers’Professional Success and Job Satisfaction?

The success of teachers in professional environments has a desirable influence on their mental condition.Simply said,teachers’professional success plays a crucial role in improving their mental health.Due to the invaluable role of professional success in teachers’mental health,personal and professional variables helping teachers succeed in their profession need to be uncovered.While the role of teachers’personal qualities has been well researched,the function of professional variables has remained unknown.To address the existing gap,the current investigation measured the role of two professional variables,namely job satisfaction and loving pedagogy,in Chinese EFL teachers’professional success.To do this,three validated scales were provided to 1591 Chinese EFL teachers.Participants’answers to the questionnaires were analyzed using the Spearman correlation test and structural equation modeling.The data analysis demonstrated a strong,positive link between the variables.Moreover,loving pedagogy was found to be the positive,strong predictor of Chinese EFL teachers’job satisfaction and professional success.The findings of the current inquiry may help educational administrators enhance their instructors’professional success,which in turn promotes their mental and psychological conditions at work.

The effects of emotional labor and competency on job satisfaction in nurses of China: A nationwide cross-sectional survey

Objectives:This study aimed to explore the status of job satisfaction,emotional labour,core competencies and job stress and the associations of emotional labour and core competencies with the job satisfaction of nurses in China.Methods:Data were collected by using a self-designed general information questionnaire,a job satisfaction questionnaire(McCloskey/Mueller Satisfaction Scale),a nurse emotional labour questionnaire,the Competency Inventory for Registered Nurses questionnaire,and a nurse job stressor questionnaire.A total of 13,448 nurses from 92 hospitals across mainland of China were surveyed,and 11,337 respondents(84.3%response rate)completed the questionnaires.Results:The survey results indicated that Chinese nurses had average job satisfaction(24.77±5.23),moderate job stress(86.84±21.12),moderate to high emotional labour experiences(55.08±9.63)and high competency(195.77±37.61).Multiple linear regression indicated that surface acting was negatively correlated with job satisfaction(P<0.01),while deep acting(P<0.01)and nurses'core competence(P<0.01)were positively associated with job satisfaction.Besides,The results also indicated job stress,geographical distribution,hospital category,gender,work shift,only children,parenting status,monthly salary,nursing experience,professional title,hospital area were the influencing factors of job satisfaction(P<0.05).Conclusion:The improvement of the emotional labour and competency of nurses may help enhance their job satisfaction.

Examining perception of job satisfaction and intention to leave among ICU nurses in China

Objectives:Previous studies in China's Mainland found ICU nurses to be less satisfied with their jobs and more inclined to leave them than are nurses in other hospital units.We aimed to determine ICU nurses'perspectives on the factors that influence job satisfaction and whether or not to continue working in the ICU.Methods:Nine ICU nurses were asked five open-ended questions to elicit the nurses'perspectives on job satisfaction and intentions to leave.Data were analyzed according to the process described by Knafl and Webster(1988).Core concepts were identified using the constant comparative method.Results:Two themes emerged as major influences on job dissatisfaction:1)stress experienced from excessive workload demands and the ICU work environment,and 2)a lack of respect and recognition for the nurses'work.Two themes emerged as major influences on job satisfaction:1)recognition of work,and 2)professional opportunities and relationships with coworkers.The effects of job satisfaction or dissatisfaction on the nurses'intentions to leave their jobs varied,although three categories were identified.Conclusions:For ICU nurses in China,sources of job dissatisfaction are potentially remedied with simple interventions.Adequate staffing is necessary but not sufficient for a positive work environment.Administrators should address the factors that directly affect their nurses'levels of job satisfaction,as it will ultimately result in less staff turnover and greater patient care.

A research regarding the relationship among intensive care nurses' self-esteem, job satisfaction and subjective well-being

Objective:The paper aims to explore the status of intensive care unit(ICU)nurses'self-esteem,job satisfaction,and subjective well-being and to investigate the relationship among the three elements.Methods:A cross-sectional survey of 224 nurses from five teaching hospitals in Tianjin,China,was conducted.Self-esteem scale,job satisfaction scale,and subjective well-being scale were used to explore the status of ICU nurses'self-esteem,job satisfaction,and subjective well-being.Correlation among the three elements was calculated by SPSS 17.0.Results:The scores of three scales(i.e.,ICU nurses'self-esteem,job satisfaction,and subjective well-being)were 27.67±3.41,43.57±9.04,and 69.73±11.60,respectively.The subjective well-being was significantly positively correlated with self-esteem and job satisfaction(r=0.454,P<0.01;r=0.584,P<0.01,respectively).Conclusion:The study shows that the prevalence of subjective well-being and self-esteem with ICU nurses are at a low level,and job satisfaction is at the median level.Associations among self-esteem,job satisfaction,and subjective well-being in ICUs have been confirmed.Self-esteem and job satisfaction positively correlated with nurse subjective well-being.The higher the self-esteem and job satisfaction levels are,the stronger the subjective well-being is.The working pressure in ICUs cannot be alleviated temporarily;hence,to promote a high subjective well-being,managers and ICU nurses increase their self-esteem and job satisfaction through taking strategies that strengthen psychological construction.

Job satisfaction among Ethiopian nurses:a systematic review

Objective:Job satisfaction is a positive emotional feeling in the working environment,and it is an essential tool with which to improve patient safety,nurses’efficiency and performance,quality of care,retention and turnover of nurses,and commitment to the organization and the profession.There are few studies on job satisfaction of nurses in the country.Therefore,this review aims to estimate the pooled prevalence of job satisfaction among Ethiopian nurses using the available studies.Methods:This systematic review used the Preferred Repor ting Items for Systematic Reviews and Meta-Analyses(PRISMA)guideline to synthesize the evidence on the prevalence and associated factors of nurses’job satisfaction.Databases used for searching the included ar ticles from Pub Med,Embase,CINHAL,Google Scholar,HINARI,and Science Direct.All papers selected for inclusion were subjected to a rigorous appraisal using a standardized critical appraisal checklist(JBI checklist).STATA software(version 11)was used for the analysis,and 95%confidence intervals were calculated.The Cochrane Q test statistics and I2 tests were used to assess the heterogeneity prevailing between the studies.Finally,a random effect model was computed to estimate the pooled prevalence of nurses’job satisfaction in the country.Results:In this review,the data of 1,151 nurses were obtained from six studies.The pooled prevalence of nurses’job satisfaction was found to be 39.53%(24.52,54.53).The prevalence of job satisfaction in the Central part of Ethiopia was low:31.12%(95%CI 5.25,56.99)compared to the South-Eastern part of Ethiopia’s 48.01%(95%CI 36.51,59.52).The most common predictors identified were salary(P<0.05),the leadership of the organization(P<0.05),and training opportunities(P<0.05).Conclusions:The pooled prevalence of job satisfaction among nurses was found to be low in comparison with global data.The significant predictors for nurses’job satisfaction are based on the review findings,salary,leadership of organization,and training opportunities.

Relationship of Job Satisfaction with Perceived Organizational Support and Quality of Care among Saudi Nurses

Background: Both, job satisfaction with quality of provided health care is considered the main issue which directly influences the health care field because if nurses do not give the quality care to their patients then the patient dissatisfaction increased. Job satisfaction is defined as the extent of workers’ contentedness with their job, either they like the job or individual aspects or facets of jobs, such as type of work or regulation. Objective: To assess nurses’ job satisfaction and perceived organizational support with their effect on quality of provided health care in Saudi Arabia. Methods: Nurses in Saudi Arabia governmental hospitals during the period from 1st March to 30th April 2020 were invited and consecutively included. Data were collected using online questionnaire. Results: The study included 355 nurses with their ages ranged from 25 to 55 years old. Females were 216 (60.8%) of the total participants. Exact of 267 (75.2%) nurses reported that they like the type of work they do, 245 (69%) provided with satisfactory equipment to accomplish my task. There was a significant relation between organizational support and job satisfaction with their effect on quality of care. Conclusion: Organizational support positively affected nonsatisfaction which in turn positively affected quality of delivered care.

Determinants of Satisfaction at Work and Its Reflections on Performance

This study examines the relationship between job satisfaction and performance,investigating personality traits and satisfaction aspects among employees of a Federal Higher Education Institution.A questionnaire was administered to 658 participants,using structural equation modeling for analysis.Results highlighted that challenging work,neuroticism,and self-esteem significantly influenced overall workplace satisfaction,while general satisfaction,self-efficacy,and lack of attention were key determinants of work performance.This emphasizes the importance for managers to prioritize factors enhancing employee satisfaction,as it positively correlates with job performance.

Effects of Job Burnout on Employees Satisfaction in Selected Health Service Sector in Southwestern Nigeria

This paper examined the effects of job burnout on job satisfaction among selected health service employees in Southwestern Nigeria. The issue of job burnout has been researched, with limited attention to the health service employees in Southwestern Nigeria. The state of health of the people is vital to the survival of any economy as well as the development of any Nation. Data were obtained from the administration of questionnaires to 400 employees who were Doctors, Nurses, Pharmacists & Administrators with permanent employees’ status. Multiple regression was used to analyze the data. Major causes of burnout discovered include emotional exhaustion, depersonalisation while personal achievement increases employee job satisfaction. Results of the study showed that insufficient motivation, low organisational support and high job demand could lead to job burnout. The study revealed an inverse relationship between job burnout and employee satisfaction which makes them to perform below expectations. The study concluded that since job burnout inhibits performance and manifests significantly in their service delivery, employers should put policies in place to mitigate it.

The Relationship Between Job Satisfaction and Employee Performance of Teacher in N University, China

At present,as of June 15,2019,the Ministry of Education announced a total of 2,956 institutions of higher learning in China,including 2,688 regular institutions of higher learning(including 266 independent colleges)and 268 adult institutions of higher learning.At present,the development of colleges and universities is also facing serious problems.With the development and progress of the times,many colleges and universities are getting better and better,which is closely related to the teachers’strength and teachers’job satisfaction.It is very important to improve the job satisfaction of university staff.The introduction of teachers is crucial,and many schools are weak in teaching staff,which hinders the long-term development of schools.The turnover of teachers in colleges and universities is closely related to job satisfaction.At present,the overall turnover of teachers in colleges and universities is too frequent.The rapid development of China’s colleges and universities is still expanding the scale of development,which requires more teachers.In the ensuing enterprise competition,university positions are not dominant,mainly in the current life,salary is very important,family expenses,parents,and children’s expenses are getting higher and higher,but the salary of university teachers cannot keep up with the development of the times.At present,one of the problems in colleges and universities is that salary promotion is not friendly to teachers with old qualifications,high academic qualifications,and high professional titles.Therefore,to improve the job satisfaction of college teachers is the only way for the long-term development of colleges and universities.This study investigated the relationship between job satisfaction and employee performance among 341 teachers from N University in Nanning,Guangxi province,China.The independent variable is six factors of job satisfaction,including working environment,salary and promotion,job security,relationship with colleagues,relationship with supervisor,and fairness level.The dependent variable is three factors of employee performance,including enthusiasm,availability,and job engagement.Finally,through data analysis,it was concluded that there was a positive correlation between teachers’job satisfaction and staff performance in N University.

An Empirical Study on the Job Satisfaction of Guangxi Private Universities Based on Two-Factor Theory

The purpose of this study was to empirically examine the job satisfaction of Guangxi private universities based on two-factor theory.With the rapid development of private colleges and universities,there are also many problems restricting the development of private colleges and universities.Therefore,this study is specially helpful for the private colleges and universities in Guangxi.In order to carry out this study,the population was taken to be those teachers of the private colleges and universities in Guangxi.A sample(N=384)of teachers was taken using simple random sampling from the private colleges and universities in Guangxi.It was hypothesized that work achievement,work itself,work development,duty,compensation and benefit,salary,work environment,organization system,interpersonal relationship,and leadership management had positive influence on customer decision-making.The results were analyzed with the help of SPSS software.Descriptive statistical analysis,Pearson correlation test,and regression analysis were used to test hypothesis.The results showed the overall job satisfaction of teachers in private universities in Guangxi is unsatisfactory;only working environment and interpersonal relationship in five dimensions are satisfactory,while other dimensions are unsatisfactory.It is understood that the existing health care factors in private colleges and universities in Guangxi cannot eliminate the dissatisfaction state of teachers’work,and the incentive factors cannot effectively stimulate the enthusiasm of teachers.

Interpersonal skills and emotion management:Impact of social leadership on job satisfaction of workers

Psychological cognition is an important aspect in human psychology and management. This article is aimed to look at interpersonal emotional management interpersonal emotion management as a theoretical important indicator of job satisfaction. The main discussion is on how to predict employees’ job satisfaction through the implementation of interpersonal emotion management strategies and the main source of research is review of existing literature. This review addresses the gap in the literature by reviewing the role of interpersonal emotional management on followers’ job performance. This review finds the relationship between interpersonal emotional management which consists of four dimensions: circumstance adjustment,attentional placement,cognitive change,modulation of emotional response and job satisfaction. Overall,this literature review contributes to the interpersonal emotion management and job satisfaction literatures by providing meaningful management implications to the organizations.

An Integrated Model of Job Involvement, Job Satisfaction and Organizational Commitment: A Structural Analysis in Jordan’s Banking Sector

The purpose of this research is to investigate the interrelationships among the three behavioural constructs of job involvement, job satisfaction and organizational commitment. Accordingly, a structural model is developed to delineate the interactions among these constructs and explore the mediating effect of job satisfaction on the relationship between job involvement and organizational commitment. A questionnaire-based survey was designed to test the aforementioned model based on a dataset of 315 employees working in twelve out of twenty six banks operating in the capital city of Jordan, Amman. The model and posited hypotheses were tested using structural equation modelling analysis. The results indicated that job involvement positively and significantly affects job satisfaction and organizational commitment. Additionally, job satisfaction proved to be positively related to organizational commitment. Furthermore, job satisfaction positively and significantly partially mediated the relationship between job involvement and organizational commitment.

Marital satisfaction, job satisfaction and psychological health of secondary school teachers

Introduction: Marital satisfaction has remained a topic of great interest worldwide. Association has been postulated between marital satisfaction, job satisfaction and mental health. There is, however, a paucity of research on marital satisfaction in Nigeria, particularly in relation to job satisfaction and psychological health. Objective: The objective of this study is thus to assess the level of marital satisfaction and to explore the relationship if any between marital satisfaction, job satisfaction and mental health of secondary school teachers in Benin City, Edo State, Nigeria. Methods: A cross sectional study was conducted on teachers in secondary schools in Benin City, Nigeria. A total population of 300 teachers who had been married and teaching for at least one year were included in the study. The information required for the study were collected using a self-administered questionnaire and two standard instruments, the Index of Marital Satisfaction (IMS) and the General Health Questionnaire 28 (GHQ 28). The GHQ was used to assess the workers psychological health, while the IMS was used to assess the degree of marital satisfaction. Results: Two hundred and fifteen (82.7%) teachers had marital satisfaction, 54 (20.8%) had psychological disorder while 56 (21.5%) were dissatisfied with their job. A strong association was found between marital dissatisfaction and psychological disorder (X2 = 56.826;df = 1, P = 0.0004). No association was found between marital dissatisfaction and job dissatisfaction. No association was also found between job dissatisfaction and psychological disorder. Conclusion: A high level of marital satisfaction was found in the study population. However, the strong association also found between marital dissatisfaction and psychological disorder provides empirical evidence on the need to educate married couples as well as the general public on the mental health implication of marital dissatisfaction.

Job Satisfaction and Mental Health among Physicians in Primary Health Care Centers in Kuwait

Objectives: To measure the level of job satisfaction among primary health care physicians Ministry of Health (MOH) Primary Healthcare Center (PHC) physicians, to evaluate the physicians’ mental health, and to assess their associated factors. Study Setting: Kuwait Ministry of Health, Primary Care Centers. Study Design: Cross-sectional study. Data Collection: The study was conducted from July to September, 2017. Of 746 questionnaires distributed to all PHC physicians in the MOH, 417 questionnaires were completed. Information was collected on socio-demographic characteristics, work and health-related factors, job satisfaction (using the Warr-Cook-Wall job satisfaction scale), and mental health (using General Health Questionnaire). Principal Findings: Of participants, 40.8% were male, and 24.9% were Kuwaitis. Median overall job satisfaction was 71.4%. There were significant differences in overall job satisfaction with the physician rank (p = 0.008) and governorate (p = 0.05). The GPs were moderately satisfied with work surroundings;work freedom;recognition;degree of responsibility;salary;opportunity to use abilities;attention given to suggestions;relationship with hospital physicians, colleagues, and fellow workers;relations between management and workers;working hours;and the amount of variety in their job, but more satisfied with their immediate supervisors. Conclusions: Job satisfaction of PHC physicians is critical for the improvement of health systems. This study showed that GPs (General Practitioners) were more satisfied overall than previously reported studies done in Kuwait. They were moderately satisfied with their salary and the amount of variety in work.

Workplace Stress and Job Satisfaction among Biologics Development Professionals

Workplace stress is a common problem with broad effects in professional life. This study aimed to understand how workplace stressors affect job satisfaction among biologics development professionals. A cross-sectional survey was conducted at a biologics development organization. Multiple linear regression analysis was performed using years of experience, ambiguity, job conflict, perceived control, social support, job demands, self-esteem, and self-rated workplace stress as independent variables and job satisfaction as dependent variable (response). The regression model indicated that the workplace stressors and their two-level interactions significantly predicted employees’ job satisfaction, which explained 89% of the variance in level of job satisfaction (R2 = 0.89, F(17, 16) = 7.251, p = 0.0001). The interaction between perceived control and job demand and interaction between self-rated stress and job conflict had the biggest effect size on job satisfaction. This model was further used in Monte Carlo simulation to predict the outcome of job satisfaction under different work conditions. The findings will help the management to develop strategies to improve employee job satisfaction.

A study of nurses’ job satisfaction: The relationship to professional commitment and friendship networks

We suggest that employees’ job satisfaction has relationship to friendship network other than professional commitment, and argue that friendship network in the same ward and across wards will have different effects on employees’ job satisfaction. A cross-sectional survey design utilizing questionnaires was selected to fulfill the research objectives. All of the 405 nurses in the En Chou Kong Hospital were surveyed. Three hundred and three nurses completed the questionnaire representing a response rate of 74.8%. The instruments included friendship network nomination, professional commitment scale, and nurses’ job satisfaction scale (NJSS). The regression model of job satisfaction was constructed, using friendship network variables in the ward and across wards and professional commitment as independent variables. R square for each model is 0.22-0.36 for the four dimensions of job satisfaction. Professional commitment is the robust predictor. The efficiency of friendship network in the ward is a good predictor, while it is negative related to satisfaction of work load. Further, the indegree in the ward is negative related to work load. Implication was discussed.

Effect of job satisfaction on burnout among physicians: A survey study in urban public medical institutions in Hubei province, China

Objectives: Chinese physicians are being loaded with the enormous psychological pressure and so tend to be susceptible to burnout. Little is known on the relationship between job satisfaction and burnout for physicians from urban public medical institutions. We aim to describe the degree of burnout and evaluate the impact of job satisfaction on burnout. Methods: A cross-sectional survey was conducted in March 2010 in Hubei province, central China. The job satisfaction and burnout instruments were obtained by modifying the Chinese Physicians’ Job Satisfaction Questionnaire and the Chinese Maslach Burnout Inventory, respectively. Such statistical methods as one-way ANOVA, Pearson correlation coefficient and GLM-univariate were employed. Results: The observed mean and burnout incidence on emotional exhaustion (3.45 ± 0.75, 66.99%) and depersonalization (3.56 ± 0.76, 68.64%) were high, but reduced personal accomplishment (2.18 ± 0.56, 5.79%) was low. The distribution of the degree of overall burnout was: 3.2% (severe), 48.2% (moderate), 35.4% (mild) and 13.2% (zero). Less the development level of urban area and higher the grade of medical institution was, more severe physicians’ burnout was. Job-itself satisfaction (b1 = -0.166, b2 = -0.056), job rewards satisfaction (b1 = -0.084, b2 = -0.150) and medical practicing environment satisfaction (b1 = -0.096, b2 = -0.319) were identified as significant negative predictors of emotional exhaustion (R2 = 0.35) and also of depersonalization (R2 = 0.46). Only the job-itself satisfaction (b3 = -0.355) contributed to reduced personal accomplishment (R2 = 0.40). significantly Conclusions: Occupational burnout, especially emotional exhaustion and depersonalization, is common and serious among Chinese physicians. Several, but not all dimensions of job satisfaction, which prove to have predictive effects on burnout, should be paid more attention to in order to improve physicians’ psychological health.

Survey of Relationship between Personality Traits with Mental Health and Academic Staffs’ Job Satisfaction in the University of Guilan, Iran

The main aim of the research is survey of relationship between personality characteristics with academic staffs’ job satisfaction and mental health in the University of Guilan. The statistic population was all these academic staffs in the year of 2014 (500). 196 individuals have selected by Kerjecy & Morgan (1970) and random sampling method. The research instruments were personality characteristics (NEO), General Health Questionnaire (GHQ) and self-made questionnaires. Pearson’s Correlation, Multiple Regression and Multiple Variant (Manova) have used for analyzing data. Results showed that there was a relationship among neurotic and settlement’s personality characteristics with job satisfaction and neurotic, openness, extroversion personality characteristics and settlement with mental health. Some of personality characteristics had been anticipators of mental health and job satisfaction and personality characteristics with mental health and job satisfaction had differenced depend on sociologic variances relationships.

Nurses’ Job Satisfaction and Motivation: Patients’ and Nurses’ Perceptions

Background: High quality care is the main concern of healthcare administrators and it was found to be related to nurses’ job satisfaction and motivation. Purpose: The study aimed to compare patients’ and nurses’ perceptions of nurses’ job satisfaction and motivation. Method: In this cross-sectional study the participants were 315 released patients and 329 nurses from eight hospitals in northern Israel. The participants completed three questionnaires: demographics, nursing job satisfaction, and nursing job motivation. Results: Nurses perceived both job satisfaction and motivation higher than the patients. Duration of hospitalization and being accompanied by family, were positively correlated to patients’ perceptions of these variables. Conclusion/Implications for Practice: To optimize care quality, it is important to assess both patients’ and nurses’ perceptions of nurses’ job satisfaction and motivation. Such an assessment may shed light on the nursing experience and on the way that it is reflected in the patients’ experience. A system-wide process is needed to set a national standard for service quality while emphasizing strategies that promote recognition of nurses’ work, for example, compliments and acknowledgment. This could enhance nurses’ sense of work engagement, which, in turn, may increase the patients’ perception of nurses’ job satisfaction and motivation.