scholarly journals Identifying the factors that affect the job satisfaction of early career Notre Dame graduate physiotherapists

2016 ◽  
Vol 40 (5) ◽  
pp. 538 ◽  
Author(s):  
Eleni Bacopanos ◽  
Susan Edgar
Keyword(s):  
Job Satisfaction ◽  
Online Survey ◽  
Rating Scale ◽  
Influential Factors ◽  
Early Career ◽  
Career Stage ◽  
Future Health ◽  
Attrition Rates ◽  
Factors Influencing ◽  
The Future

Objective Previous studies have highlighted the short career intentions and high attrition rates of physiotherapists from the profession. The aim of the present study was to examine the job satisfaction and attrition rates of early career physiotherapists graduating from one Western Australian university. Methods A self-administered online survey was conducted of 157 Notre Dame physiotherapy graduates (2006–2012), incorporating a job satisfaction rating scale. Results Results showed that lowered job satisfaction was related to working in the cardiorespiratory area of physiotherapy and working in multiple jobs since graduation. The majority of graduates did not predict a long-term career in physiotherapy, highlighting a lack of career progression and limited scope of practice as influential factors. Conclusions Job satisfaction in early career physiotherapists varies across different clinical areas of practice related to several factors, including challenge and flexibility. New roles in the profession, including extended scope roles, may impact on the future job satisfaction of physiotherapists. Further studies are needed to explore the effect of these roles on workforce trends, including attrition rates. What is known about the topic? Physiotherapists predict careers of 10 years or less on entry into the profession. No previous studies have explored the individual factors influencing job satisfaction in early career physiotherapists across different clinical settings. What does this paper add? This study highlights specific factors influencing the job satisfaction of early career physiotherapists, including clinical area of practice. Physiotherapists working in the cardiorespiratory area were less satisfied, as were physiotherapists undertaking multiple positions since graduation. What are the implications for practitioners? This study informs employers and workforce planners on the factors affecting job satisfaction in early career physiotherapists. In addition, knowledge of issues affecting job satisfaction in the early career stage may assist educational institutions in their preparation of graduates for the future health workforce.

scholarly journals Early career women in construction: Are their career expectations being met?

2020 ◽  
Vol 20 (3) ◽  
Author(s):  
Bee Lan Oo ◽  
Teck-Heng Benson Lim ◽  
Siyu Feng
Keyword(s):  
Job Satisfaction ◽  
Online Survey ◽  
Early Career ◽  
Career Women ◽  
Career Expectations ◽  
Factors Influencing ◽  
Positive Correlations ◽  
Career Expectation ◽  
Almost All ◽  
Overall Job Satisfaction

The recruitment, retention and development of early career women have always been a challenge in the construction industry. With the focus on early career women or new female construction management degree graduate hires in construction, this study explores: (i) factors influencing their choice of career in construction; (ii) the extent of which their career expectations were met in their first few years of job experience; and (iii) how their met or unmet career expectations are related their overall job satisfaction. Data was collected using an online survey questionnaire. The results show that the top significant factors influencing the respondents’ career choice are career opportunities and belief of getting better pay. Their career expectations, on the other hand, were met or exceeded to a great extent for almost all the measurement items. The results also show that the respondents have a relatively high overall job satisfaction level. Although there is lack of evidence that their overall job satisfaction increased as met career expectations increased, there are statistically significant positive correlations among the career expectation measurement items. These findings have implications for human resource practices of construction employers that aimed to attract early career women into the industry, and to reinforce their met career expectations and job satisfaction.

Professional values, job satisfaction, career development, and intent to stay

2016 ◽  
Vol 24 (6) ◽  
pp. 675-685 ◽  
Author(s):  
Susan Yarbrough ◽  
Pam Martin ◽  
Danita Alfred ◽  
Charleen McNeill
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Career Development ◽  
Intent To Stay ◽  
The United States ◽  
Early Career ◽  
Professional Values ◽  
Convenience Sample ◽  
Hospital System ◽  
The Future

Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

scholarly journals Teacher job satisfaction by principal support and teacher cooperation: Results from the Schools and Staffing Survey

2019 ◽  
Vol 27 ◽  
pp. 11 ◽  
Author(s):  
Amanda Olsen ◽  
Francis Huang
Keyword(s):  
Job Satisfaction ◽  
Multilevel Models ◽  
Teacher Job Satisfaction ◽  
Influential Factors ◽  
Early Career ◽  
School Level ◽  
Principal Support ◽  
Turnover Rates ◽  
Schools And Staffing Survey ◽  
Moderation Effect

Although turnover rates are alarmingly high for early career and veteran teachers, turnover rates are even higher for those who identify as a teacher of color. To increase the retention of teachers, job satisfaction has become an important construct to analyze. Teacher cooperation and principal support within the school are two influential factors that directly relate to job satisfaction. Using the restricted 2011-2012 Schools and Staffing Survey, a nationally representative dataset, principal support, teacher cooperation, and their moderation effects were analyzed in relation to teacher job satisfaction using a series of multilevel models. After controlling for teacher- and school-level characteristics, principal support and teacher cooperation were statistically significant predictors of job satisfaction for all teachers. The moderation effect between the two variables of interest and race were also statistically significant. These findings emphasize the need to maintain professional communities where teachers can interact and collaborate with the support of their school leaders.

scholarly journals Early career attitudes and satisfaction during recession

2014 ◽  
Vol 29 (3) ◽  
pp. 226-245 ◽  
Author(s):  
Deirdre O'Shea ◽  
Sinead Monaghan ◽  
Timothy D. Ritchie
Keyword(s):  
Job Satisfaction ◽  
Career Satisfaction ◽  
Economic Recession ◽  
Early Career ◽  
Career Stage ◽  
Design Data ◽  
Content Type ◽  
Career Attitudes ◽  
Organizational Mobility

Purpose – The purpose of this paper is to examine the role of protean and boundaryless career attitudes in early career employees during a time of economic recession in Ireland, specifically regarding their relationship to work characteristics, job satisfaction and career satisfaction. Design/methodology/approach – Using a quantitative design, data were obtained from a variety of Irish organizations. Employees in the trial career stage (aged between 18 and 29) responded to questions pertaining to their career attitudes, perceived work context and satisfaction. Findings – Skill variety was related to higher job satisfaction for those with a strong organizational mobility preference, and skill specialization was related to lower job satisfaction for those with a weak organizational mobility preference. Autonomy and skill specialization were positively related to career satisfaction for those who held a strong self-directed career attitude. Research limitations/implications – For researchers, this study contributes to our understanding of the boundary conditions of the work design-satisfaction relationship, and provides further insights into how these findings extend to career satisfaction. Practical implications – For managers, they demonstrate the importance of considering career attitudes when considering the relationship between job design and satisfaction during recessionary times. Originality/value – The research extends past findings on careers attitudes during times of recession, and provides insights into psychological and contextual variables that contribute to satisfaction during such economic periods.

scholarly journals Factors influencing focused practice: A qualitative study resident and early-career family physician practice choices

2021 ◽  
Author(s):  
Monisha Kabir ◽  
Ellen Randall ◽  
Goldis Mitra ◽  
M Ruth Lavergne ◽  
Ian Scott ◽  
...  
Keyword(s):  
Health Care ◽  
Family Physician ◽  
Family Physicians ◽  
Influential Factors ◽  
Early Career ◽  
System Support ◽  
Current Health ◽  
Factors Influencing ◽  
Canadian Provinces ◽  
Current Health Care System

Background: Although focused practice within family medicine may be increasing globally, there is limited research on the factors contributing to decisions to focus practice. We aimed to examine the factors influencing resident and early-career family physician choices of focused practice across three Canadian provinces. Methods: We analyzed a subset of qualitative interview data from a study across British Columbia, Ontario, and Nova Scotia. A total of 22 resident family physicians and 38 early-career family physicians in their first 10 years of practice who intend to or currently practice in a focused area were included in our analysis. We compared participant types, provinces, and the degree of focused practice while identifying themes related to factors influencing the pursuit of focused practice. Results: We identified three key themes of factors contributing to choices of focused practice: self-preservation within the current health care system, support from colleagues, and experiences in medical school and/or residency. Minor themes included alignment of practice with skills, personal values, or ability to derive professional satisfaction; personal lived experiences; and having many attractive opportunities for focused practice. Interpretation: Both groups of participants unanimously viewed focused practice as a way to circumvent the burnout or exhaustion they associated with comprehensive practice in the current structure of the health care. This finding, in addition to other influential factors, was consistent across the three provinces. More research is needed to understand the implications of resident and early-career family physician choices of focused practice within the physician workforce.

Exploring the Influential Factors of Consumers’ Willingness Toward Using COVID-19 Related Chatbots: An Empirical Study (Preprint)

2021 ◽  
Author(s):  
Manal Almalki
Keyword(s):  
Individual Differences ◽  
Social Influence ◽  
Intrinsic Motivation ◽  
Online Survey ◽  
Healthcare Services ◽  
Influential Factors ◽  
Novel Technologies ◽  
The Future ◽  
Facilitating Conditions ◽  
Willingness To Use

BACKGROUND Consumers’ willingness to use health chatbots can eventually determine if the adoption of health chatbots will succeed in delivering healthcare services for combating COVID-19. However, little research to date has empirically explored influential factors of consumer willingness toward using these novel technologies, and the effect of individual differences in predicting this willingness. OBJECTIVE This study aims to explore (a) the influential factors of consumers’ willingness to use health chatbots related to COVID-19, (b) the effect of individual differences in predicting willingness, and (c) the likelihood of using health chatbots in the near future as well as the challenges/barriers that could hinder peoples’ motivations. METHODS An online survey was conducted which comprised of two sections. Section one measured participants’ willingness by evaluating the following six factors: performance efficacy, intrinsic motivation, anthropomorphism, social influence, facilitating conditions, and emotions. Section two included questions on demographics, the likelihood of using health chatbots in the future, and concerns that could impede such motivation. RESULTS A total of 166 individuals provided complete responses. Although (n=67, 40%) were aware of health chatbots and only (n=40, 24%) had used them before, about (n=140, 84%) wanted to use health chatbots in the future. The strongest predictors of willingness to use health chatbots came from the intrinsic motivation factor whereas the next strongest predictors came from the performance efficacy factor. Nearly (n=66, 39.5%) of participants perceived health chatbots to have human-like features such as consciousness and free will, but no emotions. About (n=64, 38%) were uncertain about the ease of using health chatbots and nearly (n=73, 44%) subjects would change their decisions to accept or reject using these technologies based on the social influence of people they know. CONCLUSIONS This study contributes toward theoretically understanding factors influencing peoples’ willingness to use COVID-19-related health chatbots. The findings also show that the perception of chatbots’ benefits outweigh the challenges. Intervention developers and researchers need to employ theory-based and user-centred approaches to determine consumers’ values and interaction requirements to achieve the best utilisation of health chatbots for delivering healthcare services during pandemics.

Mark my words: experts’ choice of marking methods used in capture-mark-recapture studies of small mammals

2019 ◽  
Vol 101 (1) ◽  
pp. 307-317 ◽  
Author(s):  
Thomas S Jung ◽  
Rudy Boonstra ◽  
Charles J Krebs
Keyword(s):  
Small Mammals ◽  
Rank Order ◽  
Research Question ◽  
Early Career ◽  
Mark Recapture ◽  
Factors Influencing ◽  
The Future ◽  
Level Of Experience ◽  
Study Designs ◽  
Pit Tagging

Abstract Crucial to the success of studies based on capture-mark-recapture (CMR) designs is the retention (permanency) and recognition (readability) of marks to identify individuals. Several marking methods for small mammals (< 60 g) are available, but their efficacy and use is not well known. We implemented a targeted survey of experts to gather their experiences and opinions regarding marking small mammals. Respondents (n = 114) stated their beliefs, perceptions, and current and future use, of marking methods, as well as factors influencing their choices, based on Likert and rank order scale questions. We compared responses based on where researchers’ studies occurred, their level of experience, and their subfield of mammalogy. Most respondents (73%) had > 5 years experience marking small mammals, with 60% each marking > 1,000 individuals. Respondents believed that ear-tagging was most preferable in terms of efficiency, impact to affected animals (survival, pain), and personal ethics, whereas passive integrated transponder (PIT)-tagging was the most preferable with regard to retention and recognition, and toe-clipping with respect to cost. Most respondents plan to use ear-tagging (78%) or PIT-tagging (70%) in the future. PIT- and genetic-tagging are expected to increase, and toe-clipping to decline, in the future. The factors influencing which marking method respondents used were ranked—in order of decreasing preference—as impact, retention, recognition, cost, efficiency, and ethics. There were few differences in the mean response or consensus among respondents, regardless of their experience, location, or subfield. Most respondents (66%) agreed that additional studies on the performance and impact of various marking methods are needed to assess their costs and benefits for CMR-based studies. Ultimately, choice of marking method will depend on the species, research question, available resources, and local legislation and permitting. Our study, however, illustrates that collective insights by experienced mammalogists may aid individual researchers in deciding on study designs and protocols, particularly early career scientists.

I Am More Committed to My Profession Than to My Organization

2020 ◽  
Vol 11 (3) ◽  
pp. 37-58
Author(s):  
Mufitha Mohamed Buhari ◽  
Chen Chen Yong ◽  
Su Teng Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Turnover Intention ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Early Career ◽  
Professional Commitment ◽  
Career Stage ◽  
It Professionals ◽  
The Relationship

Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.

scholarly journals Between a rock and a hard place: publishing issues in public relations and communication management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gemma Bridge ◽  
Johanna Fawkes ◽  
Ralph Tench
Keyword(s):  
Public Relations ◽  
Online Survey ◽  
Academic Community ◽  
Small Sample ◽  
Early Career ◽  
Career Stages ◽  
Career Stage ◽  
Communication Management ◽  
Content Type ◽  
Hard Place

PurposeThe purpose of this paper is to explore the pressures to publish facing European public relations (PR) and communication management scholars across career stages.Design/methodology/approachThe Delphi method was used with PR and communication management scholars at associate professor level or higher across Europe. An online survey was then shared with the wider academic community to gather insights from scholars at different career stages.FindingsThe suitability and status of the journal and the language of the outputs are considered. Academics are caught between the rock of publishing inside the field to support its development and the hard place of being required to publish in high-ranking journals for funding and promotion. Scholars are evaluated regularly, with journal articles being the main unit of assessment. Academics, regardless of career stage, feel under pressure to publish.Research limitations/implicationsThe wider survey enabled publishing insights to be gathered from academics across the career spectrum, but it was completed by a small sample. Nevertheless, similar concerns emerged from both methods of data gathering, suggesting a clear agenda for discussion and further research.Practical implicationsPR and communications management is an academic discipline without an accepted list of high-impact journals. This study provides an annotated journal list to aid institutional evaluations, aid scholarly journal publishing decisions and support early career researchers navigating the publishing process.Originality/valueThis adds to the somewhat limited discussion regarding how academics in PR and communication management decide where to publish and provides a resource that can be used by scholars, institutions and funders.

scholarly journals Investing in Professional Development: Building and Sustaining a Viable 4-H Youth Workforce for the Future

2008 ◽  
Vol 3 (2) ◽  
pp. 17-May
Author(s):  
Kirk A. Astroth ◽  
James Lindstrom
Keyword(s):  
Professional Development ◽  
Job Satisfaction ◽  
Youth Development ◽  
Work Force ◽  
Training Model ◽  
Positive Influence ◽  
Early Career ◽  
Youth Workers ◽  
Family Responsibilities ◽  
The Future

Positive youth development outcomes are influenced by a competent, highly trained work force that enjoys their work with young people. The youth work field has struggled with how to keep and motivate front line youth workers given the heavy workloads, low pay, lack of recognition and irregular time demands to compete with family responsibilities. Professional development is a key strategy for retaining and motivating youth workers. A model of professional development called the Western 4-H Institute has been developed and held now for two sessions. Results from participants indicate that this strategy can have a positive influence on job satisfaction, competencies, and retention. In fact, only 10 percent of participants had left during the intervening 5 years, and job satisfaction had increased significantly over time. Organizational loyalty among participants is not high, but with early career professionals, they may still be trying to find their niche. A regional training model has shown itself to be effective in supporting 4-H youth professionals and is building a sustainable workforce for the future.

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