JOB SATISFACTION AND PSYCHOSOCIAL WORK CONDITIONS: GENERATIONAL DIFFERENCES AMONG HEALTHCARE WORKERS

PurposeNew ownership types in health care of welfare states raise concerns regarding psychosocial work conditions including different control dimensions. The purpose of this paper is to investigate how job demands, control over work and control within work (CWW) were related to job satisfaction in publicly administered, private non-profit and private for-profit hospitals.Design/methodology/approachQuestionnaire data came from employees at three hospitals; a publicly administered (n=774), a private non-profit (n=1,481) and a private for-profit (n=694) hospital. Mean-level analyses and hierarchical regressions with multiple group tests were conducted.FindingsDemands including workload were significantly lower at the publicly administered hospital while the control dimension CWW was significantly higher. Background factors and their associations with job satisfaction differed slightly between ownership types. Attitudes to privatization were not associated with job satisfaction within any ownership type. Overall, psychosocial work characteristics, including job demands and control, were significantly associated with job satisfaction while their interactions showed no consistent associations with job satisfaction. As for the strength of the associations, no consistent differences emerged between ownership types.Research limitations/implicationsUsing self-reports only, the associations between psychosocial work characteristics and job satisfaction seemed comparable across ownership types.Practical implicationsAssociations between psychosocial work characteristics and job satisfaction seem comparable across ownership types. This may relate to societal demands on the structuring of costs, work and production efficiency being similar for all.Originality/valueContributions include researching different occupations and their attitudes to privatization and two control dimensions considered important for different ownership types.

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The relationship between staff organizational loyalty and job satisfaction and enthusiasm

Організаційна психологія Економічна психологія ◽

10.31108/2.2020.2.20.10 ◽

2020 ◽

Vol 2-3 (20) ◽

pp. 101-110

Author(s):

Andrii Trofimov ◽

◽

Alina Strymetska ◽

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Relationship Satisfaction ◽

Market Economy ◽

Significant Relationship ◽

Work Conditions ◽

Satisfaction Questionnaire ◽

Organizational Loyalty ◽

The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

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A Review on Employee’s Voluntary Turnover: A Psychological Perspective

GATR Journal of Management and Marketing Review - JMMR Vol 4(3) JUL-SEP 2019 ◽

10.35609/jmmr.2020.5.2(3) ◽

2020 ◽

Vol 5 (2) ◽

pp. 107-112

Author(s):

Yan Zhen ◽

Zuraina Dato Mansor

Keyword(s):

Job Satisfaction ◽

Turnover Intention ◽

Turnover Rate ◽

Psychological Capital ◽

Voluntary Turnover ◽

Work Conditions ◽

Jel Classification ◽

Mediating Effect ◽

Psychological Perspective ◽

The Individual

Objective – High voluntary turnover rate has become the focus of most employers and scholars in related fields. Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world. Methodology/Technique – Past studies are concerned mostly with employees’ external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees’ internal needs based on psychological capital. Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations. Findings – This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction. Novelty – The arguments are presented to emphasize the needs to carry out this study. Type of Paper: Review. Keywords: Psychological Capital; Person-organization Fit; Job Satisfaction; Turnover Intention. Reference to this paper should be made as follows: Zhen, Y; Mansor, Z.D. 2020. A Review on Employee’s Voluntary Turnover: A Psychological Perspective, J. Mgt. Mkt. Review 5(2) 107 – 112 https://doi.org/10.35609/jmmr.2020.5.2(3) JEL Classification: M54, Z32.

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The Psychosocial Work Environment and Perceived Stress among Seniors with Physically Demanding Jobs: The SeniorWorkingLife Study

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph18147437 ◽

2021 ◽

Vol 18 (14) ◽

pp. 7437

Author(s):

Jonas Vinstrup ◽

Annette Meng ◽

Emil Sundstrup ◽

Lars L. Andersen

Keyword(s):

Work Environment ◽

Perceived Stress ◽

High Stress ◽

Organizational Factors ◽

Work Conditions ◽

Psychosocial Work Environment ◽

Psychosocial Work ◽

Decision Latitude ◽

Collegial Support ◽

Increased Risk

Background: Poor psychosocial work conditions are known to foster negative health consequences. While the existing literature on this topic focus mainly on white-collar workers, the influence of different aspects of the psychosocial work environment in physically demanding jobs remain understudied. Likewise, senior workers represent a population of the workforce at increased risk of adverse health outcomes and premature exit from the labour market. This study investigates the association between psychosocial work factors and perceived stress among the senior work force. Methods: Utilizing cross-sectional findings, this study reports associations between psychosocial factors (organizational justice, cooperation and collegial support, decision latitude, clarity of tasks, and quality of leadership) and the outcome of perceived stress quantified by Cohen’s Perceived Stress Scale (CPSS). Currently employed senior workers with physically demanding jobs were included in the analyses (n = 3386). Associations were modeled using general linear models with weights to make the estimates representative. Results: For all individually adjusted psychosocial variables, the category of “good” was consistently associated with lower stress scores compared to the categories of both “moderate” and “poor” (all p < 0.0001). Likewise, in the mutually adjusted analysis, the category of “good” was statistically different from “poor” for all included variables, while the category of “moderate” remained different from “poor” for “clarity of tasks”, “cooperation and collegial support”, and “decision latitude”. Conclusions: Among senior workers with physically demanding jobs, poor ratings of organizational factors related to the psychosocial work environment are consistently associated with high stress scores. Blue-collar occupations focusing primarily on physical risk factors are recommended to increase awareness on psychosocial aspects that may be relevant to the local work environment.

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