Development and validation of a multidimensional job satisfaction scale in different cultures

Özpehlivan, Murat; Acar, A. Zafer

doi:10.1080/23311886.2016.1237003

Cited by 20 publications

(18 citation statements)

References 36 publications

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“…A four-part questionnaire with 89 items (Additional file 1) was developed based on previous relevant scales [24][25][26]. Part A (eight items) investigated demographic information of participants, their current work site, and level of the health organization in the state health system where they were working.…”

Section: Methodsmentioning

confidence: 99%

“…Part C (35 items) was developed based on Maslow's motivation theory [21] to measure PM graduates' job satisfaction (in seven dimensions: job and working conditions, management, coworkers, promotion, pay, contingent rewards, and continued education). Relevant items were selected from existing job satisfaction scales [24,25], and new items were formulated specific to the PM specialty. Part D (33 items) was developed based on Super's theory of life role [22] to assess six major roles in a PM graduate's life (role of a child, parent, marital partner, worker, homemaker, and citizen).…”

Section: Methodsmentioning

confidence: 99%

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Why do graduates choose to work in a less attractive specialty? A cross-sectional study on the role of personal values and expectations

et al. 2020

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Background: Primary health care (PHC), of which preventive medicine (PM) is a subspecialty, will have to cope with a deficiency of staff in the future, which makes the retention of graduates urgent. This study was conducted in Vietnam, where PM is an undergraduate degree in parallel to medical training. It aims to identify facilitating and hindering factors that impact recruitment and retention of PM graduates in the specialty. Methods: A cross-sectional study enrolled 167 graduates who qualified as PM doctors from a Vietnamese medical school, between 2012 and 2018. Data were collected via an online questionnaire that asked participants about their motivation and continuation in PM, the major life roles that they were playing, and their satisfaction with their job. Multiple regression analyses were used to identify which life roles and motivational factors were related to the decision to take a PM position and to stay in the specialty, as well as how these factors held for subgroups of graduates (men, women, graduates who studied PM as their first or second study choice). Results: Half of the PM graduates actually worked in PM, and only one fourth of them expressed the intention to stay in the field. Three years after qualification, many graduates had not yet decided whether to pursue a career in PM. Satisfaction with opportunities for continuous education was rated as highly motivating for graduates to choose and to stay in PM. Responsibility for taking care of parents motivated male graduates to choose PM, while good citizenship and serving the community was associated with the retention of graduates for whom PM was their first choice. Conclusions: The findings demonstrate the importance of social context and personal factors in developing primary care workforce policy. Providing opportunities for continued education and enhancing the attractiveness of PM as an appropriate specialty to doctors who are more attached to family and the community could be solutions to maintaining the workforce in PM. The implications could be useful for other less popular specialties that also struggle with recruiting and retaining staff.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Why do graduates choose to work in a less attractive specialty? A cross-sectional study on the role of personal values and expectations

et al. 2020

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“…Confirmatory Factor Analysis (CFA) is the next step after Exploratory Factor Analysis to confirm the factor structure of the research data extracted in EFA according to Özpehlivan and Acar (2016). Confirmatory Factor Analysis (CFA) permits to test the hypothesis that exists the relationship between the observed variables and latent constructs stated by Suhr (2006); Schumacher and Lomax (2004) and Byrne (2001).…”

Section: Confirmatory Factor Analysis For Of Jobsatisfaction Componentsmentioning

confidence: 99%

Development and Validation of Job Satisfaction Scale for Different Sectors

2019

IJQR

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In a competitive business environment retaining skilled and talented employees are major challenges to the organizations. Amongst, job satisfaction plays a vital role in employee retention rate. Job satisfaction is a multidimensional construct and it has been influenced by many variables. The purpose of the study was to develop and validate the common measuring instrument that suits any types of sectors. A survey using a questionnaire was conducted among 697 employees working in Manufacturing, Construction, Nursing, IT industries. The collected data were subjected to EFA to reduce the items; to validate the instrument CFA was done and SEM was done to determine the interrelationships between extracted components. Through the EFA 18 significant dimensions were extracted, these 18 dimensions together explained 87.04 percent of the total variance. Using CFA following 8 components were extracted and validated the instruments. These eight components address 82.35 percent of the total variance. All the important fit indices of the CFA model indicated a good fit and model proposed for Job satisfaction consisting of 8 factors with 52 items has construct validity.

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“…While the external dimension regards the gratification of enjoying the job environment, involving the salary and benefits, the opportunities for advancement, as well as the operations and organisational decision-making (Wu et al, 2017). JS, as well as employee motivation, has a large influence on individual behaviour within organisations (Özpehlivan and Acar, 2016). Motivation can be defined as the driving force that leads individuals to achieve a particular goal in order to fulfil a need or expectation (Osabiya, 2015 andPritchard andAshwood, 2008).…”

Section: Introductionmentioning

confidence: 99%

The Contribution of Physical Exercise to Organizational Performance

Marques¹,

Balle²,

Curado³

2018

EJMS

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Maintaining high levels of employee's performance at work is a major concern among managers. Employees' characteristics and individual performance contribute to the competitiveness of organisations. The current work environment is highly sedentary, which influences employees' performance. This quantitative study investigates the moderating effect of physical exercise on the relationships between job satisfaction, motivation, and organisational performance. Data was collected using an online questionnaire and it was analysed using structural equation modelling and moderation analysis. The results show the existing relationships between job satisfaction, intrinsic motivation and performance regarding both dimensions of organisational performance: creativity and dealing with emergencies. Such relationships are moderated by the level of exercise performed by the employees.

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Development and validation of a multidimensional job satisfaction scale in different cultures

Cited by 20 publications

References 36 publications

Why do graduates choose to work in a less attractive specialty? A cross-sectional study on the role of personal values and expectations

Why do graduates choose to work in a less attractive specialty? A cross-sectional study on the role of personal values and expectations

Development and Validation of Job Satisfaction Scale for Different Sectors

The Contribution of Physical Exercise to Organizational Performance

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