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1 obit model to identify gender differences in job satisfaction.
2 asures of absence, workload, competency, and job satisfaction.
3 was of high quality, and this was related to job satisfaction.
4 atisfaction Questionnaire was used to assess job satisfaction.
5 diction of individual-level outcomes such as job satisfaction.
6 four surveys included ten questions on nurse job satisfaction.
7  physician-nurse coordination and trust) and job satisfaction.
8 .5%) correlated significantly with increased job satisfaction.
9 its, experience, education, age, and overall job satisfaction.
10 inics (91%) provided a survey response about job satisfaction.
11 ng relationship between nursing workload and job satisfaction.
12 trial, peer comparison did not lead to lower job satisfaction.
13 s under which the workload can be related to job satisfaction.
14 d unstable networks all led to a decrease in job satisfaction.
15 ze workplace health and safety, and had high job satisfaction.
16 el that malpractice experience has decreased job satisfaction (534 of 1703 [31%] vs 686 of 1413 [49%]
17  job stress without a comparable increase in job satisfaction accounted for the decline in mental hea
18 logistic regression was performed to compare job satisfaction across racial and ethnic groups while a
19 , evidence indicated the potential for lower job satisfaction among Black, American Indian/Alaska Nat
20 lations were related to initial training and job satisfaction among certified nursing assistants usin
21 ts' satisfaction are associated with greater job satisfaction among physicians.
22 d (3) the association of discrimination with job satisfaction and achieving career goals.
23 entions that improve their mental health and job satisfaction and help retain ICU nurses in their pro
24  acute ward also had negative perceptions of job satisfaction and high levels of burnout.
25 rformance, but it did significantly decrease job satisfaction and increase burnout, with the effect o
26                          Nurse outcomes were job satisfaction and intent-to-stay.
27 ip behaviours of nurses in relation to staff job satisfaction and other organizational outcomes.
28        We found that hybrid working improved job satisfaction and reduced quit rates by one-third.
29  can develop effective strategies to improve job satisfaction and retain minority nurses.
30                                 By enhancing job satisfaction and work engagement while reducing with
31 iated with income, employment opportunities, job satisfaction, and achievement of career goals for re
32 intervention on physicians' job performance, job satisfaction, and burnout.
33 medical practice by maintaining or enhancing job satisfaction, and by providing training in communica
34  physical workload, lower job strain, higher job satisfaction, and less musculoskeletal symptoms.
35                              Total earnings, job satisfaction, and nonvocational outcomes were simila
36 ng are recommended to improve mental health, job satisfaction, and productivity, fostering a healthie
37 cant influence of cancer on job performance, job satisfaction, and the increased risk of withdrawal i
38 vide new insights into gender differences in job satisfaction, and underscore the need for gender-sen
39 agement, safety climate, stress recognition, job satisfaction, and work environment.
40 nt respect, physician-nurse coordination and job satisfaction are significant factors associated with
41 ly there are mounting concerns about nurses' job satisfaction because of its pivotal role in nurse tu
42              It is vital to increase nurses' job satisfaction because this has the potential both to
43 g pathways have been identified with nurses' job satisfaction being mediated by various factors.
44 rkplace safety (beta = -0.98, P < .001), and job satisfaction (beta = -0.69, P = .001), along with in
45 no evidence indicating a clear difference in job satisfaction between Hispanic, Native Hawaiian/Pacif
46  resulting in at least a 1-point decrease in job satisfaction by 1 in 3 clinicians was rejected.
47 onal accomplishment) with career engagement (job satisfaction, career choice regret, turnover intenti
48 nd seem to adversely affect quality of care, job satisfaction, career longevity, and risk of suicide.
49 ciated with an almost four times decrease in job satisfaction compared with increased job satisfactio
50 The indirect relationships and predictors of job satisfaction contribute to a more comprehensive unde
51 o improvements in confidence and competence, job satisfaction, critical thinking and reductions in st
52 ncy department nurses were working position, job satisfaction, diet habit, sleep hours per day, occup
53 y outcomes included suicidality, measures of job satisfaction, duty hour violations, mistreatment, ed
54 e no significant differences in suicidality, job satisfaction, duty hour violations, mistreatment, ed
55 sociated with improved burnout, suicidality, job satisfaction, duty hour violations, mistreatment, ed
56           Employment was tracked monthly and job satisfaction every 2 months.
57 ality of care for patients and families, and job satisfaction for staff.
58                                      Whereas job satisfaction generally continues to be loosely but n
59 work was analyzed using the validated Global Job Satisfaction (GJS) instrument (score range, -36 to +
60 e age of 36 or higher, being married, higher job satisfaction, good sleep quality and regular exercis
61                                           As job satisfaction has been linked to nursing home turnove
62                                        Nurse job satisfaction improved significantly with the transit
63 ons, initial training quality and focus, and job satisfaction in certified nursing assistants.
64 histicated tools are now available to assess job satisfaction in medicine.
65 ious questions about the affective status of job satisfaction in terms of its causes as well as its d
66 ariate analysis, independent factors of high job satisfaction included protected time for research (o
67  the organisations (eg, workload priorities, job satisfaction, inter-stakeholder relationships).
68               Understanding minority nurses' job satisfaction is a critical first step to inform stra
69                    Mammographic technologist job satisfaction is high and similar to that of general
70                                              Job satisfaction is increasingly recognized as a crucial
71 ment (OECD) countries and the UK, finds that job satisfaction is often a consistent underlying determ
72 ariable related to mammographic technologist job satisfaction is the technologist-radiologist relatio
73                    We hypothesize that nurse job satisfaction, job turnover rates, and hospital costs
74 ychosocial exposures, those who reported low job satisfaction, low social support, and monotonous wor
75                               Measurement of job satisfaction may help identify interventions that le
76                                              Job satisfaction mean scores increased from 50.23 to 58.
77 K and the USA shows improvements in burnout, job satisfaction, mental health and physical health-a pa
78 d that four factors, poor sleep quality, low job satisfaction, more work hours, and second-hand smoke
79        Key terms and phrases associated with job satisfaction, occupational stress, professional comm
80  in job satisfaction compared with increased job satisfaction (odds ratio 3.79, 95% confidence interv
81 onable research practices' are impacting the job satisfaction of ECRs and potentially compromising sc
82  affects the physical and mental health, and job satisfaction of emergency department nurses, but als
83                                     However, job satisfaction of employees working fixed nights was r
84                                              Job satisfaction of hospital nurses is closely related t
85 d regarding the practice characteristics and job satisfaction of these career paths for surgeons and
86 en training focused on basic care skills and job satisfaction (OR=1.36, 95% CI=0.99-1.84).
87 und for the relationships hypothesized among job satisfaction, organizational commitment, intent to s
88 dictors of early career nurses' turnover are job satisfaction, organizational commitment, job search,
89 ion and increase burnout, with the effect on job satisfaction persisting for at least 4 mo after the
90                 Physical factors, as well as job satisfaction, play a role in the development and per
91 (4) negative affectivity (positive), and (5) job satisfaction (positive).
92                 The study used the Minnesota Job Satisfaction Questionnaire, the Utrecht Work Engagem
93 action and the individual culture domains of job satisfaction (R = 0.327 [P = .07]), working conditio
94                               Despite a high job satisfaction rate, surgeon health may be compromised
95 lationship and its direct effect on workload-job satisfaction relationship became non-significant.
96                                              Job satisfaction remains a strong predictive factor for
97 numerous obstacles at work, which may affect job satisfaction, retention, and the diversity of the ph
98 s was determined by the number of nonmissing job satisfaction scores from the original enrolled sampl
99                                        Nurse job satisfaction scores significantly improved over time
100                                              Job satisfaction significantly protected consultants' me
101 being married/member of an unmarried couple, job satisfaction, sleep hours per day and sleep quality
102 boembolism prophylaxis, diet administration, job satisfaction, stress reduction, perception of manage
103 ntion, as well as the influencing factors of job satisfaction such as working shift and leadership, j
104 scrimination experienced significantly lower job satisfaction than those who did not (3.9 [1.0] vs 4.
105 epresents very satisfied, the mean rating of job satisfaction +/- the standard deviation was 3.4 +/-
106 lent workplace events, emotional exhaustion, job satisfaction, the practice environment's delivery of
107 ly with regards to the impact on motivation, job satisfaction, the quality of surgeon training, the q
108  coercion) and four outcomes (mental health, job satisfaction, turnover intentions, and sense of work
109 ors of nurse reported outcome variables such job satisfaction, turnover intentions, quality of care (
110                                The impact of job satisfaction upon sickness absence, turnover intenti
111                                              Job satisfaction was also associated with receiving more
112      The clinic-clustered difference in mean job satisfaction was greater than -0.32 (beta = 0.11; 95
113                           Burnout and poorer job satisfaction was greatest in hospital settings (1.88
114 y also had a lower depersonalization scores; job satisfaction was independently associated with havin
115                                              Job satisfaction was measured by a single survey item.
116  commitment to employee safety and impact on job satisfaction was positively impacted by implementati
117                                              Job satisfaction was significantly increased by work-lif
118           The secondary null hypothesis that job satisfaction was similar among clinicians randomized
119  In contrast, independent predictors of poor job satisfaction were feeling frustrated by work (ie, a
120                      Moderate differences in job satisfaction were observed across racial and ethnic
121 CCS management of all orders has improved my job satisfaction") were significantly higher in sections
122 ip; a negative relationship results in lower job satisfaction, which can affect job performance and p
123 f worker behaviours and performance, such as job satisfaction, which have been worsened by COVID-19.
124 e understanding of the complex phenomenon of job satisfaction, which in turn may aid the development
125 ects of positive psychology interventions on job satisfaction, work engagement, and withdrawal intent

 
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