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.

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.

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.

Cultural Influence,Organizational Climate,Ability of Information Technology to Motivation and Satisfaction Employees of Bankaltim

This research copes to study the relationship between cultural variables of organization,organizational climate,ability of information technology,motivation work to satisfaction of bank employees’performance and activity of BPD in East Kalimantan.This research addressed to analyze the cultural variable of organization,the ability of information technology,motivation and satisfaction.This research of the survey is done by using the approach of pad cross sectional study of 13 sub-provinces and town bank of BPD in East Kalimantan.Technique intake of the sample depends on random proportional sampling.Measurement is conducted with structural equation modeling(SEM)pass courses of AMOS 5 and 150 samples taken by bank employees of BPD in East Kalimantan.Result of examination with technique of SEM,indicated that the model has developed degree of axle.According to research data at moderating storey,result of evaluation of goodness of fit indices indicates result of the moderating to the overalls of constructs in the model.Partially developed constructs evaluate good fit of goodness.In general,all the exogenous variables(cultural of organization,the ability of information technology,and organizational climate)have significant effect on motivation and satisfaction of bank activity of BPD in East Kalimantan.Some hypotheses raised in this research can be accepted.Organizational culture has a significant effect on motivation work employees and satisfaction of activity,and ability of information technology has a significant effect on motivation and satisfaction of activity,while organizational climate does not.

Organizational Environment and Work Satisfaction of the Employees of Hitachi Chemical Montemorelos Nuevo Leon México

This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemorelos, Nuevo León, México？ This study＇s design is both explanatory and cross-sectional. The sample size was composed of 143 Hitachi Chemical employees of Montemorelos, Nuevo León, México. For the data collection, two instruments were used： the first instrument was used to measure the quality of organizational climate and the second was focused on measuring the workplace satisfaction level. As a result, the level of organizational climate quality is in fact a predictor of workplace satisfaction of Hitachi Chemical employees. After the regression analysis, it was found that the variable, level of organizational climate, explained a 71.4% variance in the dependent variable, work satisfaction. It was determined that organizational climate is a strong predictor of work satisfaction perceived by employees of Hitachi Chemicals, Montemorelos, Nuevo León, México. It can be established that the greater the levels of organizational climate experienced by the employees, the greater the level of work satisfaction will be.

Impact of work environment on job satisfaction and stress among hemodialysis staff in Klang Valley

Objective:To investigate the factors contributing to satisfaction with the work environment,job satisfaction(JS),and stress among hemodialysis(HD)staff in the central region of Malaysia.Methods:A quantitative cross-sectional study was conducted on 215 HD staff working at private and non-government(NGO)dialysis centers using self-administered questionnaires.The chi-square test was used to determine factors associated with HD staff's JS,stress,and working environment.Results:The scientific proof was apparent that the working environment had an effect on JS and stress among employees at HD centers.Conclusions:This research offers useful insights into the essence and complexities of HD staff's work and will help nurses,dialysis managers,other dialysis personnel,and organizations to better understand the benefits and stresses faced by these workers.

The Big Five Model in the Workplace:The Transition From Job Satisfaction to Job Engagement

Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?

Satisfaction, Professional Mobility and Leadership in Academic-Scientific Organizations

The research work has been done in the field of social and organizational psychology. It is aim to analyze the factors which influence the levels of satisfaction and achievement reached by those working for scientific organizations and their relationship with professional mobility （Andrews, Aichholzer, Cole, Mittermeir, Stole-Heiskanen, UNESCO--United Nations Educational, Scientific and Cultural Organization, 1971） [1]. A stratified sample was taken from universities and different disciplines, based on a population of teachers from the Cuyo region （N = 355 R ＋ D-Research ＆ Development Units） （5% error margin）. At this first stage, the research teachers were from Universidad Nacional de Cuyo （N = 53 Research Units）： one chief or director and members. Quantitative techniques were used （two questionnaires）. The results show that researchers＇ satisfaction at different levels is connected with professional mobility and disciplinary fields. Regarding leadership, and considering professional mobility, a general feeling of satisfaction emerges among researchers, regardless of their disciplinary field.

Research on the Relationship between Job Satisfaction and Harmony in Human Relations among New Female Generation

In the area of knowledge economy, the new generation of cmployccs is becoming the main force in the talent market. And the new female generation has more distinctive features as a special group. How to effectively manage the new generation employees and have them work weU has been the urgent problem that the manager should be solved. Based on previous studies, the thesis discusses the related factors that would affect the new female generation employee＇ s wok satisfaction with related research method. So that to make contributions to the permanent performance of enterprise.

Patient satisfaction and occupational health of workers in hospital care setting: Associations and reciprocity

Research studies conducted in the healthcare sector usually examine patients’ and workers’ wellbeing as separate entities;however, recent studies have revealed significant correlations between, for example, patient satisfaction, workers stress and burnout. The present study examines the relationships between patient perceived quality of care (in terms of satisfaction with regard to accessibility, organizational efficiency and humaneness of care), and workers’ perceived quality of organizational life (in term of organizational support and availability of resource and reward), quality of relationship in the work-unit (superior and coworkers), quality of relationship with patients (disproportionate client expectations and customer verbal aggression) and individual health (emotional exhaustion and depersonalization, job satisfaction). 147 workers and 132 patients from seven hospital wards in northern Italy constitute the data base for the study. Analyses showed that accessibility and humaneness of care were negatively associated with disproportionate patient expectations, patient verbal aggression, emotional exhaustion and positively associated with availability of material recourses. Moreover, accessibility was also positively associated with the organizational support while organizational efficiency with support from colleagues. Globally, the results of the present study confirm that staff wellbeing is an essential aspect in relation to the patient perception of the quality of care and supporting the assumption that healthy organizations improve the wellbeing of their workers, their organizational performance and the quality of their service at the same time.

工作资源无法满足我的工作需求:非工作时间连通行为对工作—家庭平衡的损耗

依据工作需求—资源模型和工作需求—诱导压力补偿模型(DISC),文章分析工作自主与工作—家庭平衡及工作满意度的关系。基于来自中国综合社会调查2021年的数据(CGSS2021)对假设进行检验。结果表明:非工作时间连通的工作需求与员工的工作—家庭平衡显著负相关,进而影响员工工作满意度;工作方式的自主性不能缓解由此带来的工作—家庭失衡。高工作方式自主性导致非工作时间连通对工作—家庭平衡的负面影响更加显著。最后对结果以及未来研究方向进行了讨论。

POST-OCCUPANCY EVALUATION OF EMPLOYEES’WORK PERFORMANCE AND SATISFACTION AS RELATED TO SUSTAINABLE DESIGN CRITERIA AND WORKSTATION TYPE

This case study investigated employees’work performance and satisfaction in relation to sustainable design criteria used to design the interior of their office building.The case study is part of ongoing research to continue testing a questionnaire for validity and reliability,which will contribute to the development of sustainable design/occupant scales relating to satisfaction and performance.A self-administered,Internet-based questionnaire was developed that reflects a set of recognized sustainable design guidelines.It was submitted to over 200 employees of a business housed in a newly built office building in a mid-western city.Generally positive results were found for employees’satisfaction with the new facility(site,building,and interior)and their performance as related to sustainable design criteria in the new facility.Dissatisfaction with acoustic and privacy conditions were found for employees of open-office workstation types(cubicles).Exploration of prior workstation types showed that moving from private offices to cubicles decreased employees’satisfaction with new cubicles compared to moving from cubicles in a prior building to cubicles in the new building,though dissatisfaction with these two criteria was found despite prior workstation type.These findings concur with other sustainable design studies and demonstrate that the questionnaire can be used by sustainable designers to document and explore design outcomes.

Meeting New Challenges with Full Enthusiasm

The Chinese Academy of Sci-ences (CAS) recently held its 2001annual work conference. At theconference, experience gainedthrough the first-phase trial imple-mentation of the Knowledge Inno-vation Program (KIP) was summedup and shared, and ways were de-vised to advance the second-phasetrial implementation.

质量管理在血站采供血工作中的应用

目的 分析在血站采供血工作中质量管理的应用价值。方法 选取2021年7月—2022年7月在济宁市中心血站献血的70名献血者和11名护理工作人员,均实施质量管理,纳入研究组;另选择2020年5月—2021年5月在血站献血的70名献血者和11名护理工作人员,实施常规管理,纳入对照组。对比和分析工作管理效果。结果 研究组工作管理质量(设备维修保养、责任心、消毒工作质量、环境质量)各项评分高于对照组(P<0.05);研究组献血者总满意度为97.14%,高于对照组的81.43%(P<0.05);研究组一次穿刺成功率、采血质量达标率、健康教育覆盖率分别为92.86%、98.57%、100%,高于对照组的72.86%、85.71%、90.00%,研究组工作差错率为2.86%,低于对照组的17.14%(P<0.05)。结论 在血站采供血工作中质量管理应用价值较高,在工作管理质量、献血者满意度、一次穿刺成功率、采血质量达标率、工作差错率、健康教育覆盖率方面优势明显。

基于明尼苏达量表的安徽省乡镇公共卫生服务从业人员工作满意度研究

目的了解安徽省基层公共卫生服务从业人员的工作满意度及影响因素,并提出相应的建议。方法2021年1—4月采用分层随机整群抽样方法在皖北、皖中、皖南分别抽取乡镇卫生院公共卫生服务从业人员进行问卷调查。采用明尼苏达满意度短式量表调查从业人员工作满意度情况,采用多元线性回归进行工作满意度的影响因素分析。结果共调查了39个县723家乡镇卫生院的5430名公共卫生服务从业人员。其中,男性2112人(占38.90%),女性3318人(占61.10%);40~49岁人群居多(2240人,占41.25%);学历以大专及以上为主(3934人,占72.45%);所学专业最多的为临床医学(2503人,占46.10%);来自一般乡镇卫生院更多(3091人,56.92%)。工作总体满意度得分为(2.02±0.78)分,内部满意度得分为(1.94±0.71)分,外部满意度得分为(2.19±0.89)分。其中“我的报酬与我所做的工作量”得分最高,为(2.46±1.02)分;“能够做不违背自己良心的事情”得分最低,为(1.74±0.65)分。性别、职称、工作机构规模和单位培训重视程度是影响乡镇公共卫生服务从业人员工作满意度的主要因素(t=−4.61、2.28、2.70、−41.78,P均<0.05)。结论安徽省基层公共卫生服务人员工作总体满意度较高,外部满意度稍逊于内部满意度。建议通过加强人才培养、改善工作条件、提升薪酬待遇等途径提高基层公共卫生服务人员工作满意度。

以精细化为核心的管理理念在医院管理中的应用研究

目的研究以精细化为核心的管理理念在医院管理中的应用效果。方法选择射阳县人民医院在职的40名医务人员作为研究对象,以2022年1—12月实施常规管理为对照组,以2023年1—12月实施精细化管理为研究组,比较两组医院管理质量、医务人员工作质量、总满意度及不良事件发生率。结果研究组医疗安全、管理效能、医德医风、创新增效评分均优于对照组,差异有统计学意义(P均<0.05)。研究组病房环境管理、消毒隔离管理、安全管理、药物物品管理、工作效率评分均优于对照组,差异有统计学意义(P均<0.05)。研究组总满意度(100.00%)高于对照组(82.50%),差异有统计学意义(P<0.05)。研究组不良事件发生率(2.50%)低于对照组(20.00%),差异有统计学意义(P<0.05)。结论在医院管理中,运用以精细化为核心的管理理念可显著提升医院管理质量、医务人员工作质量及医务人员对管理内容的总满意度,降低不良事件发生率,取得较为理想的管理效果。

资质不足感对临床护士工作退缩行为的影响

目的探讨临床护士工作退缩行为,分析资质不足感对工作退缩行为的影响,为制订护士培养方案提供参考。方法采用便利抽样法,应用一般资料调查表、工作退缩行为量表和资质不足感量表对宁夏地区909名临床护士进行调查。结果临床护士的工作退缩行为得分为20.00(15.00,26.00)分,资质不足感得分为6.00(4.00,8.00)分。医院级别、性别、所在科室、是否热爱护理工作、工作满意度和资质不足感是影响临床护士工作退缩行为的主要因素,其中资质不足感可独立解释工作退缩行为总变异的36.0%。结论临床护士较少发生工作退缩行为,应及时识别资质不足感高危群体,帮助其发展和提升自我,降低护士资质不足感,减轻其工作退缩行为。

基于DID模型的医护智能终端无纸化办公系统应用效果评估

目的采用双重差分法(DID)模型评估智能终端无纸化办公系统对医护工作效率及工作满意度的影响。方法将某院2023年1月-2月的80名医生和160名护士作为研究对象,分为干预组和对照组。干预组采用智能终端无纸化办公App,对照组采用传统的医护工作站模式。记录不同时间点病历书写时间、护理项目完成时间、护理质量评分、医护工作满意度得分,并通过建立DID模型比较两组各项指标的差异。结果随着干预时间延长,在第7天、14天、28天时,干预组病历书写平均时间、护理项目完成平均时间均短于对照组,护理质量均分、医护工作满意度均分均高于对照组,差异均具有统计学意义(P<0.05)。DID模型显示,干预组病历书写平均时间、护理项目完成平均时间呈递减趋势(t=-2.170、-6.590,P<0.05),护理质量评分、医护工作满意度呈递增趋势(t=5.180、3.240,P<0.05)。结论智能终端无纸化办公系统能够有效提高医护人员工作效率和工作满意度。