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

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.

Examining the relationship between burnout and job satisfaction of flight crew

Fatigue as an emerging flight safety issue in the aviation industry requires an elaborate understanding and critical approach for proactive aviation management practices. The level of flight crew stress and fatigue must be critically managed to prevent flight accidents. Additionally, stress and fatigue have a negative influence on job satisfaction levels. This paper aims to examine the critical fatigue risk factors that affect the performance and safety of airline pilots and crew in the aviation industry. This paper also analyses the relationship between burnout and job satisfaction sub-dimensions. A factor analysis with a target population of 254 international flight crew has been conducted using the Minnesota Job Satisfaction Survey and Maslach Burnout questionnaire. The main findings of the study demonstrate that (i) cockpit and cabin crews’ job satisfaction and performance have been affected by stress and fatigue, (ii) psychological depression, anxiety and personal problems of the flight crew are the main causes of emotional fatigue, (iii) extensive flight hours and dealing with problematic passengers increase flight crew fatigue, (iv) personal achievements concerns and depersonalization increase flight crew fatigue.

Cross-Cultural Adaptation, Psychometric Properties and Measurement Invariance of the Italian Version of the Job Satisfaction Scale

The JSS is based on the theoretical position that job satisfaction represented an affective or attitudinal reaction to a job, and today is one of the most popular instruments used in I-O psychology. This paper discusses the contribution to the validation of an Italian adaptation of the Job Satisfaction Survey. Five hundred and twenty-seven participants (258 men, 269 women) were enrolled to participate in this study, aged between 19 and 65 (Mage = 36.0, SD = 11.7). The sample mostly worked in public administration, in health care, and in the educational sector. A self-report questionnaire is used to investigate the psychometric properties of this scale, also measuring other variables. A back-translation procedure is used. The results pinpointed the goodness of the scale and the normality distribution. Confirmative factor analyses and multigroup confirmative factor analyses were performed to verify the factorial structure of the scale. The results confirmed the same factorial structure of the original version, suggesting a nine higher-order factor structure. The results from the multigroup confirmatory factor analysis showed that this factor solution was invariant across gender (men vs. women) and found evidence for metric invariance, uniqueness invariance, and scalar and structural invariance. The findings confirmed the applicability in the Italian context.

Satisfação no trabalho de técnicos de enfermagem do atendimento pré-hospitalar: um estudo observacional analítico

Objetivo: avaliar a satisfação no trabalho dos técnicos de enfermagem atuantes no Serviço de Atendimento Móvel de Urgência e sua relação com variáveis relacionadas aos aspectos profissionais e demográficos. Método: estudo observacional analítico, com 155 técnicos de enfermagem do Serviço de Atendimento Móvel de Urgência. Empregaram-se o Job Satisfaction Survey e testes estatísticos não paramétricos para analisar a correlação e a associação entre as dimensões do instrumento com as variáveis sociodemográficas e profissionais, com nível de significância de p<0,05. Resultados: os profissionais estão nem insatisfeitos nem satisfeitos em relação ao seu trabalho. Identificaram-se correlações fracas entre alguns domínios do instrumento com as variáveis idade e tempo na unidade. Houve associações entre a satisfação no trabalho com as variáveis: sexo, graduação, escala e tipo de vínculo. Conclusão: evidenciou-se que a satisfação no trabalho dos técnicos de enfermagem atuantes no atendimento pré-hospitalar está associada às variáveis sexo, graduação, escala de serviço e tipo de vínculo.

IDENTITY FOCUSED ADAPTATION OF NEWCOMERS IN ORGANIZATIONS: RESOURSE FOR PERSONNEL MANAGEMENT

The report addresses the issue of adaptation of newcomers in organizations. This problem is very important now in business and public organizations according to the problem of labor productivity, staff turnover, corporate culture etc. In spite of obvious importance of the adaptation in organization, the studies of this problem require new approaches and methods. Mechanisms are explored that help to retain the staff in organization and to create a desire to continue its activities in this organization. The research is implemented to the framework of the business-psychological approach (S Benton, N. Ivanova, theory of social identity (H. Tajfel, J.C. Turner), concepts of adaptation (T. Bazarov, N. Volkova etc.). Adaptation of newcomers is considered as a natural stage of professional and social self-determination of the individual, as overcoming the identity crisis and identity forming process. In the course of adaptation, an identity is formed that is adequate in relation to the new social roles and goals of activity. The purpose of the study: to develop the identity focused adaptation model, to test the role of this model in the work with newcomers in organization. Methodology: questionnaire (N= 109), Job Satisfaction Survey (N=15), case study in organizations. Results: The role of information and psychological support of a novice from the manager, mentor and team while including a specialist in joint activities is revealed. The directions of improving the system of adaptation of newcomers in the organization are highlighted. An identity focused adaptation model has been developed, which includes the following components: A) Preliminary information to newcomers: preparatory briefing about the company; detailed briefing about the company's rules and regulations. B) Information about newcomers to colleagues: about the new employee, his workplace, the tasks of his adaptation, the appointment of a mentor. C) Communications of the mentor: checking the workplace, the initial conversation, monitoring the problems and successes, the employee's initiation into the company's affairs. D) Communications of the manager: aimed at reducing the uncertainty of the newcomer in the first days of work. E) Communication of newcomers: questions, feedback, ideas, doubts, wishes. Results of this research can be useful for management, counseling and coaching for development of newcomer’s identity, loyalty, and performance. Keywords: business psychology, identity focused adaptation model, personnel management, loyalty, adaptation of personnel, social identity, strategy of communication.

The Impact of Psychological Capital Towards Job Satisfaction During COVID-19 Pandemic (Case Study at Government Institution in Cilegon City, Indonesia)

This government institution is one of the public services that focus on women's empowerment, child protection, and government affairs in the field of population control and family planning. However, when the COVID-19 pandemic occurred the service offered is not worked as well as the service motto that has been set by the organization. Based on Government Performance Accountability Report 2020, the organization's performance has decreased because several program's strategic objectives have not met the predetermined targets. The problems that have been identified from the preliminary interview can be categorized into issues related to employee job satisfaction. The researcher suspects that job satisfaction can be one of several issues that can affect employee performance. Positive psychological capital has a significant relationship with employee performance and job satisfaction. Also, the four facets of psychological capital (hope, efficacy, optimism, and resilience) may be a better predictor of performance and satisfaction. The condition of employee psychological capital can have a positive or negative impact on job satisfaction, so in this research, the researcher will analyze the impact of psychological capital towards job satisfaction. The researcher using PCQ-24 by Luthans and Job Satisfaction Survey by Spector questionnaire to determine the condition of psychological capital and job satisfaction. After the data has been gathered, the author uses descriptive analysis to determine the condition of psychological capital and job satisfaction. Also, uses linear regression to determine the impact of psychological capital towards job satisfaction.

Job satisfaction and caring behavior among nurses in a military hospital: A cross-sectional study

Background: Caring is the major focus of nursing practice, and their behavior has an impact on the quality of patient care, and it is very important that they are satisfied while working. The strong relationship between job satisfaction and nurses caring behavior is well established, and therefore the managers can be encouraged to provide better conditions for nurses’ satisfaction. The aim of this study was to investigate the relationship between job satisfaction and the caring behavior of nurses in the Military Hospital.Design and Methods: A survey with a self-assessment questionnaire was carried out from August to December 2019. Participants were 121 nurses working in a military hospital Malang, Indonesia. The data was collected using the Job Satisfaction Survey (JSS) and Caring Behavior Inventory (CBI-24). The data were analyzed using rank Spearman and multiple linear regression. Results: Job satisfaction had a positive correlation with the caring behavior of nurses (p=0.003; r=0.266). Furthermore, there were four job satisfaction dimensions namely supervision, contingent rewards, co-workers, nature of work and communication dimensions were positively correlated with nurses’ caring behavior (p<0.05) while the Whilst pay, promotion, benefits, operating procedure dimensions are not related to nurse’s caring behavior (p>0.05).Conclusions: Caring behavior of nurses is influenced by job satisfaction. Therefore, it is necessary to provide supervision, contingent rewards, empowerment, collaboration program for the nurses to reconstruct the nursing working environment to be healthier and increase the caring behavior of nurses.

Hubungan antara Kepuasan Kerja dan Kesihatan Psikologi dalam kalangan Pekerja Wanita di Kementerian Belia dan Sukan, Putrajaya

Kajian ini dijalankan bertujuan untuk mengkaji hubungan antara kepuasan kerja dan kesihatan psikologi dalam kalangan pekerja wanita di Kementerian Belia dan Sukan (KBS), Putrajaya. Borang soal selidik Job Satisfaction Survey (Spector, P. E. 1997) diguna pakai untuk mengukur lima faktor kepuasan kerja, iaitu gaji, penyeliaan, suasana pekerjaan, rakan sekerja dan kenaikan pangkat. Manakala General Health Question (Goldberg and Hillier, 1979) diguna pakai untuk mengukur tiga dimensi kesihatan psikologi, iaitu kegelisahan dan insomnia, disfungsi sosial dan kemurungan. Seramai 175 pekerja wanita di KBS terlibat dalam kajian ini. Dapatan kajian menunjukkan terdapat hubungan yang negatif antara kepuasan kerja dan kesihatan psikologi. Hasil penyelidikan ini dapat disimpulkan bahawa kepuasan kerja dan kesihatan psikologi adalah penyebab penting kepada kesihatan pekerja. Apabila pekerja berasa gembira dengan kerja mereka, mereka menjadi lebih produktif dan cenderung untuk menjadi lebih sihat. Apabila pekerja merasa tertekan dengan bebanan kerja, dan secara tidak langsung boleh mempengaruhi kesihatan mereka. Cadangan kajian adalah agar lebih banyak kajian yang dibuat dengan lebih luas dan terbuka dan pemboleh ubah lain yang mempunyai kesan terhadap kepuasan kerja dan kesihatan psikologi pekerja juga diambil kira. Sebagai contoh, hubungan antara kepuasan kerja dan kesihatan psikologi di kalangan pekerja wanita perlu dibandingkan pada kedua-dua sektor iaitu sektor kerajaan dan swasta untuk melihat perbezaan faktor kepuasan kerja dan juga faktor kesihatan psikologi dalam kalangan pekerja wanita di Malaysia yang mungkin dipengaruhi oleh faktor lain.

Revisiting Job Satisfaction and Intention to Stay: A Cross-sectional Study among Hospital Nurses in the Philippines

Background: The global shortage of nurses and the rapid turnover of nurses remain crucial issues and areas of concern that call for immediate attention. Job satisfaction is a recognized determinant of nurses’ decision to stay in their current workplace. However, while nurses’ job satisfaction has received considerable attention among scholars, the results of studies are still mixed.Purpose: The purpose of this study was to revisit and assess the job satisfaction and intention to stay of nurses in two selected hospitals in the Philippines.Methods: A cross-sectional research design was used in this study. A sample of 120 nurses in a public and private hospital in the Philippines responded to the Job Satisfaction Survey and Intent to Stay Scale questionnaires. Descriptive statistics, t-test, one-way ANOVA, and Pearson’s r were employed for data analysis.Results: Results show that the majority (58.3%) of the nurses were neither satisfied nor dissatisfied with their job. Also, nurses intended to neither stay nor quit in their current workplace with only a few (9.2%) had high intention to stay. Nurses were most satisfied in terms of the nature of their job (18.95+2.50) but were dissatisfied with the fringe benefits (12.69+4.11) and operating conditions (12.18+2.58) at work. Nurses in the public hospital (p=0.040) and those with higher salaries (p=0.015) had significantly higher intentions to stay. Job satisfaction and intention to stay were significantly related (p=0.002).Conclusion: Nurses’ job satisfaction is positively linked with their intention to stay in their current workplace. This study highlights that efforts should be made to improve nurses’ job satisfaction to encourage nurses to remain in their current workplace. Also, increasing nurses’ salary particularly those nurses in the private sector is a focal point of consideration to ensure that there is enough supply of nurses in the country.