Agency Beliefs Over Time and Across Cultures: Free Will Beliefs Predict Higher Job Satisfaction.
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ABSTRACT:
SUBMITTER: Feldman G
PROVIDER: S-EPMC5810915 | biostudies-literature |
REPOSITORIES: biostudies-literature
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Project description:Most people believe in free will. Whether this belief is warranted or not, free will beliefs (FWB) are foundational for many legal systems and reducing FWB has effects on behavior from the motor to the social level. This raises the important question as to which specific FWB people hold. There are many different ways to conceptualize free will, and some might see physical determinism as a threat that might reduce FWB, while others might not. Here, we investigate lay FWB in a large, representative, replicated online survey study in the US and Singapore (n = 1800), assessing differences in FWB with unprecedented depth within and between cultures. Specifically, we assess the relation of FWB, as measured using the Free Will Inventory, to determinism, dualism and related concepts like libertarianism and compatibilism. We find that libertarian, compatibilist, and dualist, intuitions were related to FWB, but that these intuitions were often logically inconsistent. Importantly, direct comparisons suggest that dualism was more predictive of FWB than other intuitions. Thus, believing in free will goes hand-in-hand with a belief in a non-physical mind. Highlighting the importance of dualism for FWB impacts academic debates on free will, which currently largely focus on its relation to determinism. Our findings also shed light on how recent (neuro)scientific findings might impact FWB. Demonstrating physical determinism in the brain need not have a strong impact on FWB, due to a wide-spread belief in dualism.
| S-EPMC6738589 | biostudies-literature
Project description:The public is convinced that beliefs in conspiracy theories are increasing, and many scholars, journalists, and policymakers agree. Given the associations between conspiracy theories and many non-normative tendencies, lawmakers have called for policies to address these increases. However, little evidence has been provided to demonstrate that beliefs in conspiracy theories have, in fact, increased over time. We address this evidentiary gap. Study 1 investigates change in the proportion of Americans believing 46 conspiracy theories; our observations in some instances span half a century. Study 2 examines change in the proportion of individuals across six European countries believing six conspiracy theories. Study 3 traces beliefs about which groups are conspiring against "us," while Study 4 tracks generalized conspiracy thinking in the U.S. from 2012 to 2021. In no instance do we observe systematic evidence for an increase in conspiracism, however operationalized. We discuss the theoretical and policy implications of our findings.
| S-EPMC9299316 | biostudies-literature
Project description:AimTo determine the level of job satisfaction of nursing professionals in Slovenian hospitals and factors influencing job satisfaction in nursing.MethodsThe study included 4 hospitals selected from the hospital list comprising 26 hospitals in Slovenia. The employees of these hospitals represent 29.8% and 509 employees included in the study represent 6% of all employees in nursing in Slovenian hospitals. One structured survey questionnaire was administered to the leaders and the other to employees, both consisting 154 items evaluated on a 5 point Likert-type scale. We examined the correlation between independent variables (age, number of years of employment, behavior of leaders, personal characteristics of leaders, and managerial competencies of leaders) and the dependent variable (job satisfaction - satisfaction with the work, coworkers, management, pay, etc) by applying correlation analysis and multivariate regression analysis. In addition, factor analysis was used to establish characteristic components of the variables measured.ResultsWe found a medium level of job satisfaction in both leaders (3.49±0.5) and employees (3.19±0.6), however, there was a significant difference between their estimates (t=3.237; P=lt;0.001). Job satisfaction was explained by age (Plt;0.05; ?=0.091), years of employment (Plt;0.05; ?=0.193), personal characteristics of leaders (Plt;0.001; ?=0.158), and managerial competencies of leaders (Plt;0.000; ?=0.634) in 46% of cases. The factor analysis yielded four factors explaining 64% of the total job satisfaction variance.ConclusionSatisfied employees play a crucial role in an organization's success, so health care organizations must be aware of the importance of employees' job satisfaction. It is recommended to monitor employees' job satisfaction levels on an annual basis.
| S-EPMC3368291 | biostudies-literature
Project description:BACKGROUND:The patient-centered medical home (PCMH) is a widely adopted primary care model. However, it is unclear whether changes in provider and staff perceptions of clinic PCMH capability are associated with changes in provider and staff morale, job satisfaction, and burnout in safety net clinics. OBJECTIVE:To determine how provider and staff PCMH ratings changed under a multi-year PCMH transformation initiative and assess whether changes in provider and staff PCMH ratings were associated with changes in morale, job satisfaction, and burnout. DESIGN:Comparison of baseline (2010) and post-intervention (2013-2014) surveys. SETTING:Sixty clinics in five states. PARTICIPANTS:Five hundred thirty-six (78.2%) providers and staff at baseline and 589 (78.3%) post-intervention. INTERVENTION:Collaborative learning sessions and on-site coaching to implement PCMH over 4 years. MEASUREMENTS:Provider and staff PCMH ratings on 0 (worst) to 100 (best) scales; percent of providers and staff reporting good or better morale, job satisfaction, and freedom from burnout. RESULTS:Almost half of safety net clinics improved PCMH capabilities from the perspective of providers (28 out of 59, 47%) and staff (25 out of 59, 42%). Over the same period, clinics saw a decrease in the percentage of providers reporting high job satisfaction (- 12.3% points, p = .009) and freedom from burnout (- 10.4% points, p = .006). Worsened satisfaction was concentrated among clinics that had decreased PCMH rating, with those clinics seeing far fewer providers report high job satisfaction (- 38.1% points, p < 0.001). LIMITATIONS:Control clinics were not used. Individual-level longitudinal survey administration was not feasible. CONCLUSION:If clinics pursue PCMH transformation and providers do not perceive improvement, they may risk significantly worsened job satisfaction. Clinics should be aware of this potential risk of PCMH transformation and ensure that providers are aware of PCMH improvements.
| S-EPMC6544684 | biostudies-literature
Project description:Perceptual learning serves as a mechanism for listeners to adapt to novel phonetic information. Distributional tracking theories posit that this adaptation occurs as a result of listeners accumulating talker-specific distributional information about the phonetic category in question (Kleinschmidt & Jaeger, Psychological Review, 122, 148-203, 2015). What is not known is how listeners build these talker-specific distributions-that is, if they aggregate all information received over a certain time period, or if they rely more heavily upon the most recent information received and down-weight older, consolidated information. In the present experiment, listeners were exposed to four interleaved blocks of a lexical decision task and a phonetic categorization task in which the lexical decision blocks were designed to bias perception in opposite directions of a "s"-"sh" contrast. Listeners returned several days later and completed the identical task again. In each individual session, listener's perception of a "s"-"sh" contrast was biased by the information in the immediately preceding lexical decision block (though only when participants heard the "sh"-biasing block first, which was likely driven by stimulus characteristics). There was evidence that listeners accrued information about the talker over time since the bias effect diminished in the second session. In general, results suggest that listeners initially maintain some flexibility with their talker-specific phonetic representations, but over the course of several exposures begin to consolidate these representations.
| S-EPMC8667591 | biostudies-literature
Project description:Background:Several studies have highlighted the benefits of empathy in healthcare settings. A correlation between clinicians' empathy and patients' adherence and satisfaction, as well as the ability for the clinician to accurately assess family members' needs, has been found. However, empathy is often seen by clinicians as a risk factor for their wellbeing. This study aims to assess whether the level of empathy of clinicians working in critical care settings may expose them to moral distress, poor job satisfaction, and intention to quit their job. Methods:Italian clinicians who attended the 2016 "Smart Meeting Anesthesia Resuscitation in Intensive Care" completed the Empathy Quotient questionnaire, the Moral Distress Scale-Revised, and two questions assessing job satisfaction and intention to quit the job. Multiple linear and logistic regressions were performed to determine if clinicians' empathy influences moral distress, job satisfaction, and intention to quit. Age, gender, and profession were used as control variables. Results:Out of 927 questionnaires distributed, 216 were returned (23% response rate) and 210 were used in the analyses. Respondents were 56% physicians, 24% nurses, and 20% residents. Over half of the clinicians (58%) were female. Empathy resulted the only significant predictor of job satisfaction (? = 0.193; p < 0.05). None of the variables included in the model predicted moral distress. Conclusion:Empathy determined neither moral distress nor intention to quit. Findings suggest that empathy is not a risk factor for critical care clinicians in developing moral distress and the intention to quit their job. On the contrary, empathy was found to enhance clinicians' job satisfaction.
| S-EPMC6960200 | biostudies-literature
Project description:Background:Sessional academic staff are an important part of nursing education. Increases in casualisation of the academic workforce continue and satisfaction with the job role is an important bench mark for quality curricula delivery and influences recruitment and retention. This study examined relations between four job constructs - organisation fit, organisation support, staff role and job satisfaction for Sessional Academic Staff at a School of Nursing by creating two path analysis models. Methods:A cross-sectional correlational survey design was utilised. Participants who were currently working as sessional or casual teaching staff members were invited to complete an online anonymous survey. The data represents a convenience sample of Sessional Academic Staff in 2016 at a large school of Nursing and Midwifery in Australia. After psychometric evaluation of each of the job construct measures in this study we utilised Structural Equation Modelling to better understand the relations of the variables. Results:The measures used in this study were found to be both valid and reliable for this sample. Job support and job fit are positively linked to job satisfaction. Although the hypothesised model did not meet model fit standards, a new 'nested' model made substantive sense. Conclusion:This small study explored a new scale for measuring academic job role, and demonstrated how it promotes the constructs of job fit and job supports. All four job constructs are important in providing job satisfaction - an outcome that in turn supports staffing stability, retention, and motivation.
| S-EPMC5968670 | biostudies-literature
Project description:When industrial robots are adopted by firms in a local labor market, some workers are displaced and become unemployed. Other workers that are not directly affected by automation may however fear that these new technologies might replace their working tasks in the future. This fear of a possible future replacement is important because it negatively affects workers' job satisfaction at present. This paper studies the extent to which automation affects workers' job satisfaction, and whether this effect differs for high- versus low-skilled workers. The empirical analysis uses microdata for several thousand workers in Norway from the Working Life Barometer survey for the period 2016-2019, combined with information on the introduction of industrial robots in Norway from the International Federation of Robotics. Our identification strategy exploits variation in the pace of introduction of industrial robots in Norwegian regions and industries since 2007 to instrument workers' fear of replacement. The results indicate that automation in industrial firms in recent years have induced 40% of the workers that are currently in employment to fear that their work might be replaced by a smart machine in the future. Such fear of future replacement does negatively affect workers' job satisfaction at present. This negative effect is driven by low-skilled workers, which are those carrying out routine-based tasks, and who are therefore more exposed to the risks of automation.
| S-EPMC7703879 | biostudies-literature
Project description:BACKGROUND: As more physicians work part-time (PT), the faculty, institutions, and organizations that represent them should understand the factors that motivate and satisfy these physicians. OBJECTIVE: Compare factors associated with job satisfaction among PT and full-time (FT) academic physicians. DESIGN: Cross-sectional survey. PARTICIPANTS: Members of the Society of General Internal Medicine (SGIM), a national, academic Internal Medicine organization. RESULTS: Fifty percent (1,396 of 2,772) of SGIM members responded, 11% work PT. Compared to FT, PT physicians were more often female (85% vs 38%, p < .001), clinicians (Cs) or clinician-educators (CEs) (84% vs 56%, p < .001), and of a lower rank (77% vs 61%, p = .001). Job satisfaction was similar between PT and FT Cs and CEs. For PT Cs and CEs, record of publication (11% vs 21%, p = .04) and local and national recognition (24% vs 36%, p = .03) were less important to overall job satisfaction compared to FT Cs and CEs. In multivariate analysis, academic rank (odds ratio [OR] = 7.18, 95%CI = 1.40-36.50) was associated with higher satisfaction among PT Cs and CEs. CONCLUSIONS: PT and FT C and CE SGIM members report similar satisfaction, but different factors contribute to satisfaction. Knowing what motivates and satisfies PT physicians may allow medical centers to retain faculty and create positions to help them to fulfill their potential.
| S-EPMC2517960 | biostudies-other
Project description:A comprehensive literature review was conducted on the concept of job satisfaction in the pharmacist workforce field and the facets it comprises, as well as its measurement, aiming to (i) review the nature, mechanisms, and importance of job satisfaction in the context of the pharmacist workforce, (ii) survey some of the most salient facets that configure job satisfaction, and (iii) discuss validity and measurement issues pertaining to it. Although female pharmacists generally hold less appealing jobs, earn lower wages and salaries, and are promoted less frequently than their male counterparts, they report higher levels of job satisfaction. Age has a U-shape effect on job satisfaction, with middle-age pharmacists less satisfied than both younger and older practitioners. Workload, stress, advancement opportunities, job security, autonomy, fairness in the workplace, supervisors, coworkers, flexibility, and job atmosphere are facets contributing to pharmacists' job satisfaction. Finally, discrepancy exists among researchers in measuring job satisfaction as a single global indicator or as a composite measure derived from indices of satisfaction with key aspects of a job. Understanding the mechanisms that affect pharmacists' job satisfaction is important to employers in their pursuit to respond to practitioners' needs, decrease turnover, and increase productivity. As pharmacists' response to work-related conditions and experiences depends on gender and age, a unique set of rewards and incentives may not be universally effective. Additional research into the dynamics of the forces shaping pharmacists' perceptions, opinions, and attitudes is needed in order to design and implement policies that allocate human resources more efficiently within the various pharmacy settings.
| S-EPMC6322984 | biostudies-other