Gender differences in job satisfaction among disabled workers.
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ABSTRACT:
SUBMITTER: Yu S
PROVIDER: S-EPMC8177467 | biostudies-literature |
REPOSITORIES: biostudies-literature
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Project description:Men and women choose different levels of commitment in their careers and at home. Compared to men, women value the significance of tasks performed and social relations more and earnings less. The objective of this study was to explore whether male and female pharmacists show the same levels of satisfaction overall and with key facets of their job, whether overall satisfaction is associated with satisfaction with 12 key facets of pharmacists' jobs, and whether this association is similar for men and women.The study used self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 436 males and 300 females. Pearson correlation coefficients were calculated to assess the association between overall job satisfaction and its key components. The 13 job satisfaction indices and the Pearson correlation coefficient values were compared by gender.Women were consistently more satisfied than men. Variations in overall job satisfaction were at best accompanied by moderate variations in the 12 job satisfaction facets, raising concerns about the validity of configuring a composite index from multiple indices of satisfaction.The results of this study can be used by healthcare managers and policymakers to facilitate communication, enhance teamwork, and promote a better allocation of scarce resources. Since men and women responded differently to various facets of their jobs, a constant set of rewards and stimulants may not be equally effective for both genders as employers transform the workplace to more adequately meet practitioners' needs and increase their productivity.
| S-EPMC6069841 | 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
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:BackgroundJob satisfaction influences staff retention, motivation, and performance in providing services. A considerable amount of published studies has reported on the job satisfaction level of healthcare workers, but to date, very few studies focused on Community-Based Rehabilitation (CBR) workers. This study aimed to explore the job satisfaction level among Community-Based Rehabilitation (CBR) workers and associated factors related to their overall job satisfaction.MethodsA one-year survey was conducted in three states of the east coast region of Peninsular Malaysia involving 204 CBR workers selected through universal sampling method where all CBR staff who fulfilled the inclusion criteria were selected as participants. Self-completed questionnaires consisted of 20 association factors on six-point Likert scale responses were distributed. Total mean satisfaction level and mean associated factors were reported in this study.ResultsThe results showed that the majority of the participants were between 20 and 40 years old (72%), female (96%), Malay (99%) and had 1-5 years of working experience. The mean total satisfaction score was 79.8 ± SD = 7.85. The highest mean satisfaction level for the associated factor was 4.6 ± SD = 0.59 with about 95% of the participants were satisfied that "CBR programme is a challenging work", while the lowest satisfaction level for associated factor was on "salary of community-based rehabilitation staff is acceptable", with mean score of 2.3 ± SD = 0.97 with about 59% of the participants felt dissatisfied. The results of this study determined that the highest dissatisfied factors among CBR workers were on salary.ConclusionThese findings provided useful information for policymakers to evaluate this issue for a sustainable CBR programme in the future.Trial registrationThis study has been registered for trial as 'retrospective registered' in the Australian New Zealand Clinical Trials Registry (ANZCTR) (registration no.: ACTRN 12618001101279 ) on 5th October 2018.
| S-EPMC6381719 | biostudies-literature
Project description:Background: In the last years, many changes have involved the labor context: new ways of working, more flexibility and uncertainty, new and more insecure job contracts. In this framework, perceived job insecurity, worker's perception about potential involuntary job loss, has received renewed interest, also for those workers with a permanent contract in Italy. Consequences of job insecurity on work-related outcomes such as job satisfaction have been demonstrated; nevertheless, its possible effects outside the workplace seem to be underestimated so far. Moreover, literature highlighted the importance to consider gender as a possible moderator in the relationship between one partner's stressors and the other partner's strain. Aim: According to spillover and crossover theories, this study aim was to investigate the relationship between job insecurity and family life satisfaction of both partners, through the mediation of job satisfaction. The model has been simultaneously tested in two groups, women and men, in a sample of permanent workers. Method: The research involved a convenience sample of 344 employees with permanent contract (53% female) from different occupational sectors. Participants (focal persons) and their partners filled out a self-report questionnaire. Results: The multi-group SEM indicated a full mediation of job satisfaction in the relationship between job insecurity on the one side, and both individual's and his/her partner's family life satisfaction on the other side in both groups. Conclusion: These study findings highlighted how job insecurity may be indirectly and negatively related to both members' family life satisfaction, through the mediation of job satisfaction. As regards gender, similar spillover and crossover patterns emerged, contributing to that literature that highlights a greater similarity in the models of interaction between work and family among women and men. Interventions should be aimed at reducing perception of job insecurity among workers, including those with permanent contract. Employers should improve communication and flow of information about future organizational changes. Moreover, interventions useful to monitor and reinforce employees' job satisfaction should be planned. Finally, career practitioners may provide counseling and coaching projects aimed at strengthening employees' employability and their ability to deal with changes.
| S-EPMC6103470 | biostudies-literature
Project description:Background/aimsThe management of job-related stress among health-care workers is critical for the improvement of healthcare services; however, there is no existing research on endoscopy unit workers as a team. Korea has a unique health-care system for endoscopy unit workers. In this study, we aimed to estimate job stress and job satisfaction among health-care providers in endoscopy units in Korea.MethodsWe performed a cross-sectional survey of health-care providers in the endoscopy units of three university-affiliated hospitals in Korea. We analyzed the job stress levels by using the Korean occupational stress scale, contributing factors, and job satisfaction.ResultsFifty-nine workers completed the self-administered questionnaires. The job stress scores for the endoscopy unit workers (46.39±7.81) were relatively lower compared to those of the national sample of Korean workers (51.23±8.83). Job stress differed across job positions, with nurses showing significantly higher levels of stress (48.92±7.97) compared to doctors (42.59±6.37). Job stress and job satisfaction were negatively correlated with each other (R (2) =0.340, p<0.001).ConclusionsAn endoscopy unit is composed of a heterogeneous group of health-care professionals (i.e., nurses, fellows, and professors), and job stress and job satisfaction significantly differ according to job positions. Job demand, insufficient job control, and job insecurity are the most important stressors in the endoscopy unit.
| S-EPMC4895948 | biostudies-literature
Project description:ObjectiveTo investigate determinants of job satisfaction among home care workers in a consumer-directed model.Data sources/settingAnalysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003.Data collection and analysisMultivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support.Principal findingsAbuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction.ConclusionsPolicies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers.
| S-EPMC2910562 | biostudies-literature
Project description:Using data from the 2015 International Social Survey Program (ISSP), this study conducts a multinational comparison of job satisfaction determinants and their drivers in 36 countries and regions, with particular attention to the reasons for relatively low job satisfaction among Chinese workers. Based on our results from a Blinder-Oaxaca decomposition analysis, we attribute a substantial portion of the job satisfaction differences between China and the other countries to different job attributes and expectations; in particular, to unmet job expectations for interesting work, high pay, and opportunities for advancement. We also note that, contrary to common belief, Chinese workers value similar attributes as Western workers but perceive their work conditions as very different from those in the West.
| S-EPMC6762101 | biostudies-literature
Project description:ObjectivesThere is growing concern regarding quality of work life (QWL) among care staff in nursing homes. However, little is known about the impact of QWL on nursing home residents' functional performance. Recent literature suggests that job satisfaction and happiness of healthcare workers reflect their perceived QWL and impact the quality of their care. This study examined the association between job satisfaction and global happiness with change in functional performance of severely disabled elderly residents in nursing homes.DesignA retrospective cohort study of nursing home residents combined with a questionnaire survey of their care staff.SettingEighteen nursing homes in Japan.ParticipantsData were collected from 1000 residents with a required care level of 3-5 and from 412 care staff in nursing homes between October 2017 and March 2018.Outcomes and explanatory variablesFunctional performance was structurally assessed with ICF (International Classification of Functioning, Disability and Health) staging, composed of 52 items concerning activities of daily life, cognitive function and social participation, at baseline and 6 months later. Deterioration and improvement of functional performance were dichotomously defined as such change in any of the items. QWL of care staff was evaluated with a questionnaire including questions about job satisfaction and global happiness.ResultsFunctional performance deteriorated and improved in 23.0% and 12.7% of residents, respectively. Global happiness of care staff was associated with lower probability of residents' deterioration (adjusted OR, 0.61; CI 0.44 to 0.84). There was no significant correlation between job satisfaction or happiness of care staff and improvement of residents' functional performance.ConclusionThese results suggest that QWL of care staff is associated with changes in functional performance of elderly people with severe disabilities in nursing homes.
| S-EPMC7537441 | biostudies-literature
Project description:Job satisfaction of health professionals is a key determinant of the quality of health services and even affects the development of the healthcare system. In this study, we sought to explore the mechanism by which job demands, job resources, and career calling affect the job satisfaction of health professionals. Our findings may provide insights for increasing their job satisfaction and improving the quality of health services. We conducted a questionnaire survey of 1,117 health workers in Hangzhou; t-test, Chi-squared analysis, hierarchical linear regression was used to analyze the state of job satisfaction of health personnel and the associated factors; path analysis with the Structural Equation Model was used to explore and verify the effects of job resources, demands, and career calling on job satisfaction, as well as their mechanism. Social support, performance feedback, working conditions, and career calling had significant positive effects on job satisfaction of health professionals, whereas work-family conflict and emotional requirements for work had significant negative effects. Path analysis indicated that job resources, demands, and career calling directly affected job satisfaction; job resources and demands showed indirect effects on job satisfaction with career calling as a mediator. Career calling had a positive moderating effect in the path of “job resources–job satisfaction,” and a negative moderating effect in the path of “job demands–job satisfaction.” In conclusion, hospital administrators should provide more job resources for health workers and formulate reasonable job demands while paying close attention to work-related pressure. Hospital administrators and health departments need to improve hospital policies and inculcate a sense of belonging and career calling among health professionals. Education and evaluation of career calling need to be accorded more attention so that healthcare workers can perceive a stronger sense of calling and achievement, and hence a higher degree of job satisfaction.
| S-EPMC9127994 | biostudies-literature