scholarly journals Propensity to Leave: A Preliminary Examination of March and Simon’s Model

2005 ◽  
Vol 35 (2) ◽  
pp. 279-294 ◽  
Author(s):  
John C. Anderson ◽  
George T. Milkovich
Keyword(s):  
Job Satisfaction ◽  
Job Dissatisfaction ◽  
Partial Support ◽  
Propensity To Leave ◽  
Preliminary Examination

March and Simon's (1958) model of the decision to participate was examined empirically with a sample of professional, managerial and technical employees. The results provide partial support for the model. While confirming the importance of job satisfaction in predicting the propensity to leave, perceived ease of movement, intraorganizational movement possibilities, and the interaction of job dissatisfaction and ease of movement were also found to be significant independent contributors in explaining the employee’s propensity to leave.

scholarly journals Burnout and job satisfaction of psychiatrists in China: a nationwide survey

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Hao Yao ◽  
Peicheng Wang ◽  
Yi-Lang Tang ◽  
Yuanli Liu ◽  
Tingfang Liu ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Psychiatric Hospitals ◽  
Maslach Burnout Inventory ◽  
Leadership Role ◽  
Job Dissatisfaction ◽  
High Rate ◽  
Short Version ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Occupational Characteristics

Abstract Background Despite a significant shortage of psychiatrists in China, an ever-increasing number of psychiatrists in China are experiencing burnout and job dissatisfaction and considering leaving their jobs. Yet, to our knowledge, there have been no nationwide studies to date that examined both burnout and job dissatisfaction of psychiatrists in China. Therefore, this study evaluated burnout and job dissatisfaction of psychiatrists in China, and identified relevant characteristics. Methods We conducted a nationwide, cross-sectional survey in March 2019. Psychiatrists from all tertiary psychiatric hospitals in China were invited to participate. The Maslach Burnout Inventory-Human Service Survey and the short version of the Minnesota Satisfaction Questionnaire were used to measure burnout and job satisfaction. Data on socio-demographic and occupational characteristics were collected. Multivariate logistic regression was conducted to identify socio-demographic and occupational characteristics associated with burnout and job satisfaction. Results In total, 4520 psychiatrists from tertiary psychiatric hospitals in China completed the questionnaire. Overall, 38.4% of respondents met the criteria for burnout and 35.6% were dissatisfied with their jobs. Being male, more years of practice, having no leadership role, and longer working hours per week were significantly associated with burnout and job dissatisfaction. Lower monthly pay was significantly associated with job dissatisfaction but not burnout. Moreover, burnout was significantly associated with job dissatisfaction. Conclusions Our data suggest a high rate of burnout and job dissatisfaction among psychiatrists in China. In order to preserve and strengthen the mental health workforce, proactive measures are urgently needed to mitigate burnout and job dissatisfaction among psychiatrists in China.

Leadership Behavior Predictor of Employees' Job Satisfaction and Psychological Health

2017 ◽  
pp. 323-347 ◽  
Author(s):  
Mateja Lorber ◽  
Sonja Treven ◽  
Damijan Mumel
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Psychological Health ◽  
Leadership Behavior ◽  
Job Dissatisfaction ◽  
Hospital Nurses ◽  
Medium Level ◽  
Healthy Work ◽  
Transformational Leadership Style ◽  
Frequent Exposure

Research about relationship between the leadership behavior and the psychological health is still limited. The effect of job dissatisfaction on health is important not only from medical but also from the economic perspective. The association between leadership behavior, job satisfaction and psychological health in nursing was tested. 640 hospital nurses from surgery and internal medicine departments in Slovenian hospitals participated. Data analysis was carried out by using SPSS, 20.0. The transformational leadership style, leaders' characteristics, job satisfaction predicted better psychological health. More frequent exposure to stress and the lack of stress management was associated with poor psychological health. Job satisfaction is at a medium level. The results indicated that 85% of employees in nursing had good psychological health. The psychological health of employees does not affect only on individual, but also on the quality and effectiveness. It is important to monitor employees' job satisfaction and take care for health by providing a healthy work environment.

scholarly journals Investigating the Factors Associated with Job Satisfaction of Construction Workers in South Australia

2014 ◽  
Vol 14 (3) ◽  
pp. 1-17
Author(s):  
M. Reza Hosseini ◽  
Nicholas Chileshe ◽  
George Zillante
Keyword(s):  
Job Satisfaction ◽  
Construction Industry ◽  
South Australia ◽  
Construction Workers ◽  
Working Environment ◽  
Job Dissatisfaction ◽  
The South ◽  
Length Of Service ◽  
Related Factors ◽  
Age Related

The purpose of this paper is twofold. Firstly, its aim is to ascertain the major aspects of job satisfaction for South Australian construction workers including the main ramifications of job satisfaction in the working environment. Secondly, it investigates the influence of key age-related factors i.e. chronological age, organisational age and length of service on major aspects of job satisfaction. The collected data for this study comprised 72 questionnaires completed by construction practitioners working at operational levels in the South Australian construction industry. Based on the responses from the target group, this study deduced that job dissatisfaction was predominantly related to the adverse impact on personal health and quality of life. In addition, indifference and the perception of dejection in the workplace are the main consequences of low levels of job satisfaction. Inferential analyses revealed that none of the age-related factors could significantly affect the major aspects of job satisfaction of construction workers in the South Australian context. The study concludes with providing practical suggestions for redesigning human resources practices for increasing the level of job satisfaction within the South Australian construction industry.Keywords: Job satisfaction, workers, age, construction industry, South Australia

Interrole conflict as a predictor of job satisfaction and propensity to leave

2001 ◽  
Vol 16 (6) ◽  
pp. 469-484 ◽  
Author(s):  
Steven S. Lui ◽  
Hang‐Yue Ngo ◽  
Anita Wing‐Ngar Tsang
Keyword(s):  
Job Satisfaction ◽  
Interrole Conflict ◽  
Propensity To Leave

scholarly journals The impact of 12-hour shifts on nurses’ health, wellbeing, and job satisfaction: A systematic review

2017 ◽  
Vol 7 (11) ◽  
pp. 69 ◽  
Author(s):  
Maram Banakhar
Keyword(s):  
Job Satisfaction ◽  
Web Of Science ◽  
Role Stress ◽  
Job Dissatisfaction ◽  
Cardiovascular Disorders ◽  
Health Concerns ◽  
Health And Wellbeing ◽  
Significant Difference ◽  
Skeletal Disorders ◽  
The Impact

Objective: This review was conducted to investigate the impact of applying 12-hour shifts in comparison to 8-hour shifts on nurses’ health wellbeing and job satisfaction.Methods: MEDLINE, CINHALE, PsycINFO, EMBASE, Web of Science, and SCOPUS databases were searched, covering the period between 1980 to 2017. Studies were included if they concerned nurses working for 12-hour shifts in  comparison to 8-hour shifts in hospital settings, based on observational/surveys studies.Results: In the yielded 12 studies, 3 studies reported that 12-hour shifts had an impact on nurses’ health and wellbeing, such as cognitive anxiety, musculo-skeletal disorders, sleep disturbance, and role stress; however, there was no significant difference between 12- and 8-hour shifts with digestive and cardiovascular disorders, psychological ill health, and somatic anxiety. Of the 4 studies measuring the impact of 12-hour shifts on fatigue, three studies showed that the nurses experienced more fatigue in the 12-hour shifts in comparison to 8-hour shifts; nevertheless, one study did not find a significant difference in fatigue and critical thinking performances between 12- and 8-hour shifts. Nine of the 12 studies measured job satisfaction in 12- and 8-hour shifts, 5 studies showed a greater dissatisfaction regarding 12-hour shifts, while 3 studies found that the nurses were more satisfied with 12-hour shifts than with 8-hour shifts; but one study pointed out that there was a difference between the two shifts considering pay and professional status.Conclusions: The findings of the review suggest that 12-hour shifts resulted in negative health concerns and job dissatisfaction; however, there is a need for more empirical evidence to support this.

Job Satisfaction and Intentions to Turnover in Human Services Agencies Perceived as Stable or Nonstable

1998 ◽  
Vol 86 (1) ◽  
pp. 339-344 ◽  
Author(s):  
Karen O'Quin ◽  
Sandra LoTempio
Keyword(s):  
Job Satisfaction ◽  
Human Services ◽  
Turnover Intentions ◽  
Job Insecurity ◽  
Job Security ◽  
Need Satisfaction ◽  
Job Dissatisfaction ◽  
Satisfaction Questionnaire ◽  
Minnesota Satisfaction Questionnaire ◽  
Human Services Agencies

Questionnaires were completed by 91 respondents employed by two human services agencies: 63 employees of a stable (no layoffs in eight years) organization, and 28 employees of a nonstable organization (which had experienced recent layoffs, and in which many employees were supported by grant funding which varied from year to year). The questionnaire included respondents' perceptions of job security and satisfaction with pay (measured with subscales of the Minnesota Satisfaction Questionnaire), over-all job satisfaction (measured with the Porter Need Satisfaction Questionnaire), and additional measures of intention to turnover, absenteeism, productivity, etc. A 2 (agency) × 2 (high/low security) multivariate analysis of variance indicated that ratings of job insecurity were significantly related to job dissatisfaction in the agency perceived as nonstable but not in the agency perceived as stable. In both agencies, ratings of turnover intentions and pessimism about the future of the agency were higher among employees who reported feelings of insecurity. There were no differences in perceived absenteeism or productivity between employees of the two agencies.

Impact of Emotional Intelligence and Gender on Job Satisfaction: An Empirical Study amongst the Employees of HDFC Banks in Chandigarh Tricity, India

2018 ◽  
Vol 4 (2) ◽  
pp. 24-31
Author(s):  
Vishal Kumar
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Work Environment ◽  
Sampling Method ◽  
Job Dissatisfaction ◽  
Correlational Research ◽  
Lower Productivity ◽  
Convenience Sampling ◽  
And Gender ◽  
The Impact

Emotional intelligence is the most significant concept used in the present scenario of the work environment towards the job satisfaction. Nowadays, Emotional intelligence is used as a tool for measuring the organization’s performance and also playing a key role in stress management and job satisfaction of employees. Job dissatisfaction results in higher absenteeism, lower productivity, defensive behavior and lower performance. The study was organized on the employees’ of HDFC banks, working in Chandigarh Tricity to analyze the impact of emotional intelligence and gender on job satisfaction. A descriptive correlational research was conducted, by taking the population of all the employees of HDFC Banks, Chandigarh Tricity. Convenience sampling method was used to select the sample of the study which included 100 respondents from various branches of HDFC banks in Chandigarh Tricity. The inferences of the study were made with the help of statistical tools such as Karl Pearson’s Correlation Coefficient, Regression analysis, t-test, and ANOVA. In the study, it has been observed that both emotional intelligence and job satisfaction has a positive relationship. It also indicates that Gender has no significant impact on these variables.

Sign in / Sign up

Export Citation Format

Share Document