Job Satisfaction of Arab Speech-Language Pathologists in Different Work Settings in Kuwait Using the Job Satisfaction Survey

2021 ◽  
pp. 1-9
Author(s):  
Maram Al-Khaledi
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Operating Conditions ◽  
Satisfaction Survey ◽  
Speech Language Pathologists ◽  
Government School ◽  
Medical Settings ◽  
Work Settings ◽  
Job Satisfaction Survey ◽  
The Government

Purpose: Job satisfaction impacts employee work performance, productivity, and retention. We investigated levels of job satisfaction among Arab speech-language pathologists (SLPs) across different work settings in Kuwait. The aims were to determine the differences between work settings for SLPs in terms of job satisfaction and the reasons behind SLPs' migration from one setting to another and to identify the variables that contribute significantly to job satisfaction in each work setting. Method: A 36-item Job Satisfaction Survey (JSS) questionnaire was used to evaluate job satisfaction based on responses to a 6-point Likert-type scale distributed to SLPs across school, hospital, and private clinic settings. Overall JSS score and subscale category ratings were computed and compared between different work settings to assess the influence of variables such as pay, promotion, supervision, benefits, and nature of work on job satisfaction among SLPs working in Kuwait. Results: According to JSS normative data, the highest job satisfaction scores were obtained from SLPs working in private clinics, with average satisfaction scores among those working in government, school, and medical settings. The highest job satisfaction scores for supervision, coworkers, and nature of work subscale categories were similar for SLPs in each setting. The lowest satisfaction scores of subscale categories differed between settings: “promotion” in schools, “fringe benefits” in government medical settings, and “operating conditions” in private clinics. Conclusions: While the need exists to attract SLPs to work in government medical settings (hospitals and clinics) in Kuwait, increased opportunity for professional development courses that are relevant to the discipline, and improved communication among SLPs and departmental heads, is necessary to both attract and retain them. Changes in the government setting need to be made in order to prevent the migration of SLPs from government hospitals to private hospitals where they are desperately needed.

PROFESINĖS VEIKLOS VIDINĖS MOTYVACIJOS IR PASITENKINIMO DARBU CHARAKTERISTIKŲ TYRIMAS

2014 ◽  
Vol 20 (4) ◽  
pp. 292-298
Author(s):  
Violeta Ožeraitienė ◽  
Virginija Gaigalaitė ◽  
Julija Arnatkevič
Keyword(s):  
Job Satisfaction ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Reikšminiai žodžiai: vidinė motyvacija, pasitenkinimas darbu, slaugytojai, profesinė veikla. Darbo tikslas: ištirti, kaip vidiniai motyvaciniai veiksniai susiję su slaugytojų pasitenkinimą darbu lemiančiais veiksniais. Tyrimo medžiaga ir metodai. Tyrimo imtį sudarė 186 slaugytojos, dirbančios ligoninės chirurginiuose (94 respondentės) ir terapiniuose skyriuose (92 respondentės). Slaugytojų amžius svyravo nuo 23 iki 61 metų (vidurkis 42,4 ± 8,9 metų). Aukštąjį universitetinį išsilavinimą turėjo 40, neuniversitetinį aukštąjį – 60 slaugytojų, likusios – įgijusios aukštesnįjį išsilavinimą. Tyrimui naudota anketinė anoniminė apklausa, surinkti demografiniai, socialiniai slaugytojų duomenys. Pasitenkinimas darbu tirtas naudojant P. E. Spector pasitenkinimo darbu klausimyną („The Job Satisfaction Survey“, 1997), o profesinės veiklos vidiniai motyvai tirti naudojant Profesinės veiklos motyvacijos klausimyną. Rezultatai. Bendras pasitenkinimo darbu rodiklis parodė, kad slaugos darbuotojų pasitenkinimas darbu yra vidutinis (gauta balų suma 123,69, o skalės vidurkis – 126 balai). Slaugytojos yra labiau patenkintos geru vadovavimu, bendradarbiais, darbo pobūdžiu ir komunikacija, mažiau – atlyginimu, karjeros galimybėmis, papildomomis lengvatomis, galimais apdovanojimais ir darbo sąlygomis. Svarbiausias profesinės veiklos vidinis motyvas – asmenybės įsitvirtinimas darbe. Išvados. Slaugytojų bendras pasitenkinimas darbu yra vidutinis. Esant didesniam slaugytojų amžiui, darbo stažui ir krūviui, pasitenkinimas darbu siejamas su geresniu atlyginimu, papildomomis lengvatomis, o jaunesnio amžiaus slaugytojų – su karjeros galimybėmis, santykiais su bendradarbiais. Svarbiausias profesinės veiklos vidinis motyvas yra įsitvirtinti kolektyve, kuris ypač stiprus aukštesnįjį ir aukštąjį neuniversitetinį išsilavinimą turinčioms bei dirbančioms chirurgijos skyriuose slaugytojoms. Profesinio meistriškumo motyvai svarbesni aukštąjį universitetinį išsilavinimą turinčioms slaugytojoms. Kuo stipresnis asmenybės įsitvirtinimas darbo kolektyve, tuo didesnis pasitenkinimas darbu ir jo pobūdžiu. Silpnesnė asmeninio įnašo ir profesinio meistriškumo vidinė motyvacija didino pasitenkinimą bendradarbiais, lengvatomis ir apdovanojimais.

Organizational Intervention Plan For Automation Of SMEs: Case Study Gisitca

2016 ◽  
Vol 8 (01) ◽  
Author(s):  
José G. Vargas- Hernández ◽  
Ángel Daniel Rodríguez Ortega
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Situational Leadership ◽  
High Rate ◽  
Satisfaction Survey ◽  
Organizational Intervention ◽  
Job Satisfaction Survey ◽  
Intervention Plan

This study has aim to identify the main causes of a bad work environment with a high rate of turnover. The objective is to propose an intervention plan to increase the participation, commitment and employees proactivity. This job is performed with a case study with the quantitative paradigm, transversal and exploratory; the selected sample is from a PYME dedicated to automation power services. For it is based on the model of situational leadership Hersey and Blanchard, in addition to job satisfaction survey NTP213.

scholarly journals Persepsi Dukungan Organisasi Sebagai Mediator Antara Keadilan Organisasi Dan Kepuasan Kerja Karyawan Di PT ABC

2019 ◽  
Vol 5 (2) ◽  
pp. 95-104
Author(s):  
Meity Fransiska Simatupang ◽  
Alice Salendu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Penelitian ini bertujuan untuk mengetahui peran persepsi dukungan organisasi sebagai mediator pada hubungan antara keadilan organisasi dan kepuasan kerja pada karyawan di PT ABC sebagai salah satu perusahaan penyedia jasa pelayanan solusi telekomunikasi khususnya bagi vendor operator seluler. Penelitian ini dilakukan kepada 95 karyawan PT ABC sebagai partisipan penelitian melalui pemberian kuesioner. Keadilan organisasi diukur menggunakan alat ukur yang diadaptasi dari alat ukur organizational justice questionnaire Colquitt (2001) dengan jumlah 20 item (α=0,891). Persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari survey perceived organizational support Eisenberger dkk (1986) dengan jumlah 36 item (α=0,893). Kepuasan kerja diukur menggunakan alat ukur yang diadaptasi dari job satisfaction survey dari Spector (1997) dengan jumlah 36 item (α=0,858). Penelitian ini menggunakan disain penelitian kuantitatif dengan menggunakan analisis teknik regresi Hayes pada program PROCESS SPSS versi 24. Hasil analisis menunjukkan bahwa persepsi dukungan organisasi berperan sebagai mediator antara keadilan organisasi dan kepuasan kerja dengan efek mediasi parsial dengan efek mediasi parsial dengan nilai BootLLCI 0,194 dan BootULCI 0,4406. Organisasi perlu memberikan perlakuan adil bagi karyawannya dan diharapkan muncul persepsi dukungan organisasi pada karyawan secara optimal sehingga meningkatkan kepuasan kerja karyawan yang dapat mempengaruhi kinerja organisasi meningkat.

scholarly journals Faktor Motivasi Teori Dua Faktor Herzberg dan Tahap Motivasi Guru Pendidikan Islam.

Sains Insani ◽  
2020 ◽  
Vol 5 (2) ◽  
pp. 65-74
Author(s):  
Alia Yashak ◽  
Mohamad Syafiq Ya Shak ◽  
Mohd Haniff Mohd Tahir ◽  
Dianna Suzieanna Mohamad Shah ◽  
Mohd Faisal Mohamed
Keyword(s):  
Job Satisfaction ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

Kajian ini bertujuan untuk mengenal pasti tahap motivasi dan faktor intrinsik yang mempengaruhi motivasi Guru Pendidikan Islam sekolah menengah. Menggunakan dimensi-dimensi faktor ‘Motivasi’ daripada Teori Dua Faktor Herzberg (Herzberg, 1959) seperti ‘Kerja itu sendiri’, ‘Pengiktirafan’, dan ‘Peluang memajukan diri’, kajian ini merupakan kajian kuantitatif yang menggunakan reka bentuk tinjauan melibatkan 173 responden. Instrumen kajian yang digunakan adalah soal selidik yang diubahsuai daripada The Teacher’s Motivation and Job Satisfaction Survey (Mertler, 2001). Dapatan kajian menunjukkan tahap motivasi guru Pendidikan Islam sekolah menengah berada pada tahap tinggi (min = 4.40). Analisis menunjukkan skor faktor ‘Motivasi’ berada pada tahap yang tinggi dan dimensi dominan ialah kerja itu sendiri, peluang memajukan diri, dan pengiktirafan. Terdapat hubungan yang sederhana antara tahap motivasi guru Pendidikan Islam sekolah menengah dengan faktor ‘Motivasi’ (r = 0.541). Analisis lanjut mendapati bahawa ‘Kerja itu sendiri’, ‘Pengiktirafan’, dan ‘Peluang memajukan diri’ mempengaruhi secara signifikan terhadap tahap motivasi guru Pendidikan Islam sekolah menengah. Kajian ini dilihat memberi implikasi kepada Kementerian Pendidikan Malaysia khususnya bahagian latihan, sistem pengurusan sekolah, pemimpin sekolah dan guru khususnya guru Pendidikan Islam dalam meningkatkan tahap motivasi dan profesionalisme guru Pendidikan Islam.

scholarly journals RELATIONSHIP BETWEEN JOB SATISFACTION AND TEACHER WORK PERFORMANCE

2021 ◽  
Vol 3 (10) ◽  
pp. 111-119
Author(s):  
Aini Wizana Ismail ◽  
Kamal Ab Hamid ◽  
Shahrizal Badlishah
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Education Reform ◽  
Work Performance ◽  
Northern Region ◽  
Peninsular Malaysia ◽  
Distribution Method ◽  
National Education ◽  
Teacher Work ◽  
The Government

The government is very concerned about issues related to schooling because the results of education today will shape our generation in the future. In this regard, the government takes seriously the aspect of national education and implements various initiatives to improve the effectiveness and excellence of schools through one of the aspects contained in the strategic thrust of the Malaysian Education Development Plan (PPPM) 2013-2025 which is focused on the quality of student academic achievement as the main agenda of education reform. Therefore, in an effort to improve and enhance work performance among teachers, there are related issues that need to be emphasized. Teacher job performance gaps are examined and given emphasis from the aspect of job satisfaction, Therefore, this study aims to identify the relationship between job satisfaction factors and teacher job performance. The population of this study consisted of teachers at Sekolah Menengah Kebangsaan (SMK) in the education sector in the northern region, Peninsular Malaysia. However, for this study, the focus is given to the two locations of the states involved, are Perlis and Kedah. This location was chosen because the schools involved in this study are under one education system that implements the same policies and policies and the implementation of curricular and co-curricular activities is also the same. In fact, the schools involved in this study also received allocations and financial assistance in almost the same amount for the whole country (Ministry of National Education, MOE). For research purposes, this study used the questionnaire distribution method. While the process to analyze the data is using Statistical Packages for Social Science (SPSS) Version 24. The results of the analysis found that job satisfaction has a significant positive relationship with teacher work performance.

Nursing2007® job satisfaction survey

Nursing ◽  
2007 ◽  
Vol 37 (4) ◽  
pp. 31-32
Author(s):  
SEAN P. CLARKE ◽  
CHERYL L. MEE
Keyword(s):  
Job Satisfaction ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey

scholarly journals The Relationship between Sexual Harassment and Job Satisfaction in the Context of Retailing Industry in China

2016 ◽  
Vol 6 (4) ◽  
pp. 1 ◽  
Author(s):  
Choi Sang Long ◽  
Zhao Lingyun ◽  
Tan Owee Kowang ◽  
Goh Chin Fei ◽  
Wan Khairuzzaman Wan Ismail
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Sexual Harassment ◽  
Descriptive Analysis ◽  
Negative Relationship ◽  
Satisfaction Survey ◽  
Job Satisfaction Survey ◽  
Measurement Tools ◽  
Female Employees ◽  
The Relationship

The purpose of this study is to investigate the relationship between sexual harassment and job satisfaction in one of the China’s retailing company. A total of 103 respondents from one of the China’s retailing company are selected as respondents and thus data is analyzed based on the completed questionnaires. Sexual Experiences Questionnaire (SEQ) and Job Satisfaction Survey are employed as measurement tools to measure the sexual harassment and job satisfaction of employees separately. Descriptive analysis, correlations analysis and multiple regression analysis are utilized to analyze the collected data. The main findings revealed that sexual harassments, verbal conduct of sexual harassments and physical conduct of sexual harassments have a significant and negative relationship with job satisfaction and the non-verbal conduct of sexual harassment is not significantly related to the job satisfaction. The dominant element of sexual harassment is physical conduct of sexual harassment affecting on job satisfaction mostly among female employees in the organization. In addition, it is also found that the moderate level of sexual harassment creates a low level of job satisfaction in the organization. Furthermore, the dominant sexual harasser is often a colleague, followed by a superior, customer and others. Several recommendations are suggested for the company and for future researches.

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