Browsing by Subject "Job satisfaction"
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Item Accounting for early job turnover in recent pediatric surgery fellowship graduates: An American Pediatric Surgical Association Membership and Credentials Committee study(Elsevier, 2018-11) Crafts, Trevor D.; Bell, Teresa M.; Srisuwananukorn, Andrew; Applebaum, Harry; Markel, Troy A.; Surgery, School of MedicinePURPOSE: Employment opportunities for graduating pediatric surgeons vary from year to year. Significant turnover among new employees indicates fellowship graduates may be unsophisticated in choosing job opportunities which will ultimately be satisfactory for themselves and their families. The purpose of this study was to assess what career, life, and social factors contributed to the turnover rates among pediatric surgeons in their first employment position. METHODS: American Pediatric Surgical Association members who completed fellowship training between 2011 and 2016 were surveyed voluntarily. Only those who completed training in a pediatric surgery fellowship sanctioned by the American Board of Surgery and whose first employment involved the direct surgical care of patients were included. The survey was completed electronically and the results were evaluated using chi-squared analysis to determine which independent variables contributed to a dependent outcome of changing place of employment. RESULTS: 110 surveys were returned with respondents meeting inclusion criteria. 13 (11.8%) of the respondents changed jobs within the study period and 97 (88.2%) did not change jobs. Factors identified that likely contributed to changing jobs included a perceived lack of opportunity for career [p = <0.001] advancement and the desire to no longer work at an academic or teaching facility [p = 0.013]. Others factors included excessive case load [p = 0.006]; personal conflict with partners or staff [p = 0.007]; career goals unfulfilled by practice [p = 0.011]; lack of mentorship in partners [p = 0.026]; and desire to be closer to the surgeon's or their spouse's family [p = 0.002]. CONCLUSIONS: Several factors appear to play a role in motivating young pediatric surgeons to change jobs early in their careers. These factors should be taken into account by senior pediatric fellows and their advisors when considering job opportunities.Item “Digging Deeper” into the Relationship Between Safety Climate and Turnover Intention Among Stone, Sand and Gravel Mine Workers: Job Satisfaction as a Mediator(MDPI, 2020-03) Balogun, Abdulrazak O.; Andel, Stephanie A.; Smith, Todd D.; Psychology, School of ScienceEmployee turnover has been linked to negative business performance outcomes, increased costs, and disruptions to operations. Research to explore predictors of turnover intention is important to the mining industry, including the stone, sand, and gravel mining (SSGM) industry. Safety climate has been linked to job satisfaction and reductions in turnover intention in other fields, but investigation within SSGM has virtually been non-existent, creating a knowledge gap. This research seeks to address this dearth of information. Cross-sectional data from 452 workers in the SSGM industry were analyzed to assess the influence of safety climate on turnover intention through job satisfaction. Mediation analyses showed that job satisfaction significantly mediated the relationship between safety climate and turnover intention. The implications of these novel findings are important for SSGM administrators. It suggests that bolstering safety programs and increasing safety climate perceptions will help increase job satisfaction and reduce turnover intention among workers in the SSGM industry.Item The Effects of Job Characteristics on Citizenship Performance(2012-08-27) Cavanaugh, Caitlin Maureen; Hazer, John; Williams, Jane R.; Devine, Dennis J. (Dennis John)The study of job performance has been a high priority for organizational researchers and practitioners alike. Models of performance have acknowledged that it is affected by both individual differences and environmental factors and also that behaviors outside the job description, called citizenship performance, have value. Despite these acknowledgements, researchers have placed much more emphasis on understanding the influence of individual differences (rather than environmental characteristics) on citizenship performance. Counter to the emphasis on individual differences, the current study sought to evaluate the relationships between environmental characteristics and citizenship performance in the context of the Job Characteristics Model (JCM) and to determine whether the relationships could be both theoretically and empirically understood. Additionally, the relative importance of the environmental variables in the JCM were evaluated and compared to well-known individual difference predictors of citizenship performance. Finally, the current study sought to provide initial evidence for different patterns of relationships between the JCM variables and the three facets of citizenship performance. Undergraduate students employed for at least 20 hours per week were recruited for participation (n = 379) in a cross-sectional study, and data were analyzed using structural equation modeling and regression. Generally, model tests revealed that the JCM as configured performed poorly, though the variables did predict citizenship performance. When job satisfaction was added as another mediator in the model, results were slightly better. Regarding incremental validity, JCM variables were able to explain variance above and beyond the individual difference variables, providing additional support for the importance of the environment in understanding behavior. One implication of this is that practitioners may be able to justify changes to the work environment in an effort to increase citizenship performance. Future research should continue to explore the environment’s effects on citizenship.Item Examining the feedback environment and accountability in informal performance management systems(2013-03-06) Coulter-Kern, Paige E.; Williams, Jane R.; Ashburn-Nardo, Leslie; Boyd, Elizabeth; Grahame, Nicholas J.Improving performance management is a high priority for many organizations that want to improve the performance of their employees. Recently, researchers have focused on the social context to promote behavioral change, and have created new scales to examine context, such as the feedback environment. The current study examined internal and external accountability as mediators of the relationship between the feedback environment and developmental behaviors. Participants each completed three scales measuring the feedback environment, internal and external accountability, and developmental behaviors. Results suggested that internal and external accountability both mediate the relationship between the feedback environment and developmental behaviors, but neither is a stronger mediator than the other. In addition, internal and external accountability both mediate the relationship between each component of the feedback environment and developmental behaviors, but again neither is a stronger mediator than the other. This study contributed to the literature on performance management, and emphasized the importance of training supervisors to use the feedback environment to increase perceptions of accountability for employees.Item Examining the impact of psychological capital on workplace outcomes of ethnic minority foodservice employees(Elsevier, 2021-04-01) Wen, Han; Liu-Lastres, BingjieThe purpose of this study was to examine the impacts of psychological capital on workplace outcomes of ethnic minority employees in the foodservice industry. Guided by the social exchange theory and the equity theory, this study developed and tested a survey instrument and collected 407 valid responses through an online survey. Results of the structural equation model analysis confirmed the positive impact of psychological capital on work engagement and workplace happiness, and their further impacts on job satisfaction and commitment. The results of multi-group comparisons showed differences between salaried and hourly employees. For individuals holding salaried positions, it was work engagement, rather than psychological capital, that affected their workplace happiness. For hourly employees, although psychological capital influenced their work engagement and workplace happiness, their work engagement and work happiness remain unrelated. Based on the findings, this study offered practical implications on how to enhance psychological capital for ethnic minority employees.Item Expectations and Experiences of Young Nonprofit Employees: Toward a Typology(2011-07) Walk, MarleneNonprofit organizational performance depends heavily on the work experiences and job satisfaction of the employees. Pressures to be more competitive in a diverse market of social services and health care providers, however, often drift the organizational attention away from the workforce. This exploratory analysis focuses on employees who have been recruited to entry-‐level positions (jobs for university graduate students that require no or only little prior experience) in German Free Welfare Associations (FWAs). Through qualitative interviews with 28 employees, aged 23 to 35, their expectations, work experiences and consequent levels of job satisfaction have been studied and analyzed. Findings show that their initial expectations of working in FWAs often do not match the reality of the workplace. A typology of young employees is advanced that will enable FWAs to achieve a better fit between the employees’ personal needs and the organizational setting.Item Factors influencing emergency medicine worker shift satisfaction: A rapid assessment of wellness in the emergency department(Wiley, 2024-10-29) Senken, Brooke; Welch, Julie; Sarmiento, Elisa; Weinstein, Elizabeth; Cushman, Emma; Kelker, Heather; Emergency Medicine, School of MedicineObjectives: In emergency medicine (EM), the interplay of wellbeing and burnout impacts not only patient care, but the health, productivity, and job satisfaction of EM healthcare workers. The study objective was to use a rapid assessment tool to identify factors that impact EM worker satisfaction, or "wellness," while on shift in the emergency department (ED) and the association with role and level of satisfaction. Methods: This prospective descriptive study utilized a QR-code-based electronic survey instrument that included a 7-point Likert shift satisfaction score. A voluntary response sampling was obtained from EM workers at five EDs. Respondents self-reported role and work site. Association and logistic regression analysis were performed. Results: Of 755 responses, 467 were dissatisfied (score ≤ 5) and 288 were satisfied (score ≥ 6) with their shifts. Physicians reported higher satisfaction on shift than nurses (OR 2.77, 95% CL 2.01-3.81, p < 0.01). Factors associated with dissatisfied responses included: admission or transfer process (OR 0.40, CL 0.21-0.77, p < 0.01), boarding patients (OR 0.13, CL 0.06-0.27, p < 0.01), tools to do my job (OR 0.65, CL 0.46-0.90, p = 0.01), and patient flow (OR 0.72, CL 0.53-0.98, p = 0.04). Factors linked to a satisfied response included: teaching/learning (OR 2.85, CL 1.86-4.37, p < 0.01) and team/coworker interaction (OR 8.92, CL 6.14-12.96, p < 0.01). Conclusions: Satisfaction on shift for EM physicians, nurses, and staff differ and are associated with multiple identifiable factors. Focused attention to work environment and operations could help mitigate on-shift dissatisfaction. Endeavors aimed at cultivating and enhancing a supportive teaching and learning environment with an emphasis on team member and coworker interaction could positively impact and improve wellness.Item Managing Invisible Boundaries: How "Smart" is Smartphone Use in the Work and Home Domains?(2014) Chatfield, Sarah E.; Boyd, Elizabeth; Hundley, Stephen P.; Sliter, Mike; Grahame, Nicholas J.The present study sought to examine the impact of technology in permeating the boundaries between individuals’ work and family domains, testing and extending the current theoretical model of boundary management. The first goal, to explore predictors of the boundary management styles (BMS) people use with respect to communication technology (CT), was accomplished by demonstrating that three factors predicted BMS for CT use: preferences for integration, identity centrality, and work/family norms. The second goal, to examine outcomes that could result from varying CT use boundary management styles, was also supported in that BMS for CT use was a predictor of work-family conflict and enrichment. However, one key component of the model was not supported in that perceived control over BMS did not moderate the relationship between BMS and outcomes. Theoretical and practical implications of these findings are discussed, as well as suggestions for future research on boundary theory and CT use. By exploring tangible boundary management behaviors, the present study offers interesting implications that could ultimately assist organizations in developing policies regarding CT use both at home and at work.Item National Evaluation of Surgical Resident Grit and the Association With Wellness Outcomes(American Medical Association, 2021) Hewitt, D. Brock; Chung, Jeanette W.; Ellis, Ryan J.; Cheung, Elaine O.; Moskowitz, Judith T.; Hu, Yue-Yung; Etkin, Caryn D.; Nussbaum, Michael S.; Choi, Jennifer N.; Greenberg, Caprice C.; Bilimoria, Karl Y.; Surgery, School of MedicineImportance: Grit, defined as perseverance and passion for long-term goals, is predictive of success and performance even among high-achieving individuals. Previous studies examining the effect of grit on attrition and wellness during surgical residency are limited by low response rates or single-institution analyses. Objectives: To characterize grit among US general surgery residents and examine the association between resident grit and wellness outcomes. Design, setting, and participants: A cross-sectional national survey study of 7464 clinically active general surgery residents in the US was administered in conjunction with the 2018 American Board of Surgery In-Training Examination and assessed grit, burnout, thoughts of attrition, and suicidal thoughts during the previous year. Multivariable logistic regression models were constructed to assess the association of grit with resident burnout, thoughts of attrition, and suicidal thoughts. Statistical analyses were performed from June 1 to August 15, 2019. Exposures: Grit was measured using the 8-item Short Grit Scale (scores range from 1 [not at all gritty] to 5 [extremely gritty]). Main outcomes and measures: The primary outcome was burnout. Secondary outcomes were thoughts of attrition and suicidal thoughts within the past year. Results: Among 7464 residents (7413 [99.3%] responded; 4469 men [60.2%]) from 262 general surgery residency programs, individual grit scores ranged from 1.13 to 5.00 points (mean [SD], 3.69 [0.58] points). Mean (SD) grit scores were significantly higher in women (3.72 [0.56] points), in residents in postgraduate training year 4 or 5 (3.72 [0.58] points), and in residents who were married (3.72 [0.57] points; all P ≤ .001), although the absolute magnitude of the differences was small. In adjusted analyses, residents with higher grit scores were significantly less likely to report duty hour violations (odds ratio [OR], 0.85; 95% CI, 0.77-0.93), dissatisfaction with becoming a surgeon (OR, 0.53; 95% CI, 0.48-0.59), burnout (OR, 0.53; 95% CI, 0.49-0.58), thoughts of attrition (OR, 0.61; 95% CI, 0.55-0.67), and suicidal thoughts (OR, 0.58; 95% CI, 0.47-0.71). Grit scores were not associated with American Board of Surgery In-Training Examination performance. For individual residency programs, mean program-level grit scores ranged from 3.18 to 4.09 points (mean [SD], 3.69 [0.13] points). Conclusions and relevance: In this national survey evaluation, higher grit scores were associated with a lower likelihood of burnout, thoughts of attrition, and suicidal thoughts among general surgery residents. Given that surgical resident grit scores are generally high and much remains unknown about how to employ grit measurement, grit is likely not an effective screening instrument to select residents; instead, institutions should ensure an organizational culture that promotes and supports trainees across this elevated range of grit scores.Item The Positive Effect of Resilience on Stress and Business Outcomes in Difficult Work Environments(Wolters Kluwer, 2017-02) Perlman, Adam; Smith, Brad; Lynch, Wendy D.; Shatté, Andrew; IU School of NursingOBJECTIVE: To examine whether resilience has a protective effect in difficult work environments. METHODS: A survey of 2063 individuals measured individual resilience, stress, burnout, sleep problems, likelihood of depression, job satisfaction, intent to quit, absences, and productivity. It also measured work characteristics: job demands, job influence, and social support. Multivariate and logistic regression models examined the main effects and interactions of resilience and job characteristics. RESULTS: High strain work environments (high demand, low influence, and low support) have an unfavorable effect on all outcomes. Resilience has a protective effect on all outcomes. For stress, burnout, and sleep, higher resilience has a more protective effect under low-strain conditions. For depression, absence and productivity, resilience has a more protective effect when job strain is high. CONCLUSIONS: Workers with high resilience have better outcomes in difficult work environments.