Gender differences in the measurement of pharmacists' job satisfaction.
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ABSTRACT:
SUBMITTER: Carvajal MJ
PROVIDER: S-EPMC6069841 | biostudies-other | 2018 Jul
REPOSITORIES: biostudies-other
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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:This paper explores the association between job satisfaction and gender for workers with disabilities, using data from the Panel Survey of Employment for the Disabled, which interviews officially registered persons with disabilities in Korea. To take full advantage of the longitudinal data, we apply random-effects ordered probit models to investigate the underlying factors that affect gender differentials in job satisfaction. Our findings reveal that merely different work values between women and men do not account for the significantly higher job satisfaction among women. We suggest that workers' expectations play a role in explaining why female workers are happier in the workplace than their male counterparts; that is, holding other factors constant, women's expectations from jobs are lower than men's. This hypothesis is partially supported by the empirical analyses that gender differentials diminish among the highly educated workers, for whom there is less likely to be a gender gap in terms of job expectations.
| S-EPMC8177467 | 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:PurposeThis study was undertaken to investigate in-depth the factors impacting job satisfaction among pharmacists in the Arab world and the challenges they encounter in their career path. The outcome of this study should help the local policymakers to take corrective actions to improve pharmacist's satisfaction and therefore enhance quality of patient care.MethodThis qualitative study collected responses of pharmacists from 12 Arab countries, as part of a large quantitative survey. Participants added comments to an optional open-ended question regarding work satisfaction. The Qualtrics Survey Software was used to collect the responses. The survey was distributed from March to May 2021 through multiple online channels for filling. The responses collected were analysed to develop themes. An inductive constructivist approach was used for the conceptual thematic analysis as the methodological orientation.ResultsA total of 110 responses/comments were received from the study participants. The two largest practice settings of the participants were from hospitals (44.5%) and community pharmacies (28.2%). Almost 40% of responses came from pharmacists practising in Qatar (21.8%) and UAE (18.1%). The survey data demonstrated several reasons impacting job satisfaction among pharmacists practising in the Arab countries. Underestimation of the pharmacists' role, low salaries, lack of motivation and excessive workload were reported as major contributors to job dissatisfaction. On the other hand, professional commitment and the culture of the work setting were the major contributors to job satisfaction.ConclusionsThe study provides valuable insights into the aspects concerning pharmacists' satisfaction in the Arab world. Policymakers and other stakeholders need to act upon aspects of pharmacists' job satisfaction and dissatisfaction to ensure potentially better working environment and patient outcomes.
| S-EPMC10102404 | biostudies-literature
Project description:OBJECTIVES:We assessed job satisfaction, work commitment and intention to leave among pharmacists working in different healthcare settings in Saudi Arabia. DESIGN:This was a cross-sectional study utilising a previously validated questionnaire. SETTING:We surveyed the workforce at different healthcare settings in Riyadh, Saudi Arabia. PARTICIPANTS:The participants were pharmacists licensed by the Saudi Commission for Health Specialties. OUTCOME MEASURES:We examined job satisfaction, work commitment and intention to leave. RESULTS:In total, 325 out of 515 pharmacists completed the questionnaire, yielding a response rate of 63%. Over half of them were women (57.8%), 78.2% were Saudi Arabian nationals and 61.8% were married. The majority (88.1%) worked between 36 and 44 hours per week; 96.6% were full-time employees, and 63.4% were government employees working in public hospitals or primary healthcare centres. Although most of the pharmacists were satisfied (satisfied and slightly satisfied) with their current job (39.1% and 24.6%, respectively), about two-thirds (61.9%) had the intention to leave. Multiple logistic regression analysis showed that the most important predictors of pharmacists' intentions to leave were related to job satisfaction and work commitment (OR=0.923; 95% CI 0.899 to 0.947; p<0.001 and OR=1.044; 95% CI 1.014 to 1.08; p=0.004, respectively), whereas respondents' demographic characteristics had no effect. CONCLUSIONS:Although the pharmacists surveyed were satisfied and committed to their current job, they had the intention to leave. Further research is recommended to clarify why pharmacists in Saudi Arabia have the intention to leave their pharmacy practice job.
| S-EPMC6773423 | biostudies-literature
Project description:Ho Chi Minh City (HCMC) in Vietnam pioneered the practice of clinical pharmacy; however, hospitals in HCMC have faced numerous challenges that might influence the job satisfaction of clinical pharmacists (CPs). Additionally, there have been no official statistics about clinical pharmacy activities that have been reported so far. Therefore, this study was conducted to examine the current status of the clinical pharmacy profession and to analyze the key factors affecting job satisfaction of CPs in HCMC. This was a cross-sectional study. Self-administered questionnaires were distributed to all the CPs in all the 128 hospitals in HCMC via an online survey tool from May to June 2020. Only about 30% of the respondents were full-time CPs. The percentage of CPs participating in clinical wards was relatively low (52.79%). "Provide drug information for patients and medical employees" was the most common clinical pharmacy activity, with the percentage of CPs participating in it being nearly 90%. Overall, 74.1% of the 197 CPs surveyed were satisfied with their current job. The factors that they were satisfied with the most and the least were "Inter & Intra professional relationships" (95.9%) and "Income" (59.9%), respectively. The only demographic and work-related characteristic that had a statistically significant association with overall job satisfaction was "Ward round participation". Most clinical pharmacy tasks noted a high rate of participation from the CPs. Nevertheless, hospitals in HCMC was found to be experiencing a shortage of CPs and low levels of participation of CPs in ward rounds, and most CPs were unable to completely focus on clinical pharmacy tasks. Regarding CPs' job satisfaction-related aspects, income and ward round participation appear to be the two factors that should be increased, in order to enhance CPs' job satisfaction.
| S-EPMC7822262 | 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: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:This study investigated the adequacy of a rating scale with a large number of response categories that is often used in panel surveys for assessing diverse aspects of job satisfaction. An inappropriate scale usage is indicative of overstraining respondents and of diminished psychometric scale quality. The mixed Item Response Theory (IRT) approach for polytomous data allows exploring heterogeneous patterns of inappropriate scale usage in form of avoided categories and response styles. In this study, panel data of employees (n = 7036) on five aspects of job satisfaction measured on an 11-point rating scale within the "Household, Income and Labor Dynamics in Australia" (wave 2001) were analyzed. A three-class solution of the restricted mixed generalized partial credit model fit the data best. The results showed that in no class the 11-point scale was appropriately used but that the number of categories used was reduced in all three classes. Respondents of the large class (40%) appropriately differentiate between up to six categories. The two smaller classes (33 and 27%) avoid even more categories and show some kind of extreme response style. Furthermore, classes differ in socio-demographic and job-related factors. In conclusion, a two- to six-point scale without the middle point might be more adequate for assessing job satisfaction.
| S-EPMC5209345 | biostudies-other