Satisfaction at work among radiologists

Magnavita, Nicola; Fileni, Adriano; Bergamaschi, Antonio

doi:10.1007/s11547-009-0461-z

Cited by 17 publications

(16 citation statements)

References 17 publications

(80 reference statements)

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“…More than half of all radiation workers felt total dissatisfaction. Consistent with our study, Magnavita et al (11) declared that only 49% of diagnostic radiologists were satisfied with their jobs. Another study among oncology staff in radiation oncology departments in New Zealand found a high level of job satisfaction (3.75 mean score out of 5) (12).…”

Section: Discussionsupporting

confidence: 92%

Job satisfaction and its relationship to Radiation Protection Knowledge, Attitude and Practice (RP-KAP) of Iranian radiation workers

Alavi

Dabbagh

Abbasi

et al. 2016

East Mediterr Health J

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This study aimed to find the association between job satisfaction and radiation protection knowledge, attitude and practice of medical radiation workers occupationally exposed to ionizing radiation. In this crosssectional study, 530 radiation workers affiliated to Tehran University of Medical Sciences completed a knowledge, attitude and practice questionnaire on protecting themselves against radiation and Job Descriptive Index as a job satisfaction measure during May to November 2014. Opportunities for promotion (84.2%) and payment (91.5%) were the most important factors for dissatisfaction. Radiation workers who were married, had more positive attitudes toward protecting themselves against radiation, and had higher level of education accounted for 15.8% of the total variance in predicting job satisfaction. In conclusion, medical radiation workers with a more positive attitude toward self-protection against radiation were more satisfied with their jobs. In radiation environments, improving staff attitudes toward their safety may be considered as a key strategy to increase job satisfaction. En conclusion, les travailleurs exposés aux rayonnements médicaux ayant une attitude plus positive vis-à-vis du fait de se protéger étaient plus satisfaits de leur travail. Dans des environnements à rayonnement, améliorer la disposition du personnel à se protéger peut être considéré comme une stratégie clé pour augmenter la satisfaction au travail. ‫هلا‬ ‫وبمامرستهم‬ ‫نحوها‬

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Section: Discussionsupporting

confidence: 92%

Job satisfaction and its relationship to Radiation Protection Knowledge, Attitude and Practice (RP-KAP) of Iranian radiation workers

Alavi

Dabbagh

Abbasi

et al. 2016

East Mediterr Health J

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“…In terms of supplementary evidence of the scale's two-factor consistency, however, past findings have been limited. Magnavita, Fileni, and Bergamaschi (2009) demonstrated a two-factor solution via principal components analysis with an Italian translation of the scale, although the solution did not exactly mirror the items loadings in Warr et al's original intrinsic/extrinsic factor solution. Short forms of the scale, such as the eight-item variant by Dorman and colleagues (Dormann, Fay, Zapf, & Frese, 2006;Dormann & Zapf, 2001) based on Warr et al's original measure, also appear to assume two-factor representativeness on the basis of the original exploratory findings yet do not provide evidence supporting this assumption.…”

Section: Structural Properties Of the Jssmentioning

confidence: 83%

“…In terms of supplementary evidence of the scale's two-factor consistency however, past findings have been limited. Magnavita, Fileni, and Bergamaschi (2009) (Dormann, Fay, Zapf, & Frese, 2006;Dormann & Zapf, 2001) based on Warr et al's original measure, also appear to assume two-factor representativeness on the basis of the original exploratory findings, yet do not provide evidence supporting this assumption. In summary, evidence for the two factor solution is primarily exploratory in quality, and of limited consistency.…”

Section: Structural Properties Of the Jssmentioning

confidence: 87%

Confirmatory Factor Analysis of Warr, Cook, and Wall's (1979) Job Satisfaction Scale

Pollock

Roberts

2015

Australian Psychologist

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Warr, Cook, and Wall's (1979) Job Satisfaction Scale is widely used measure of job satisfaction in industrial/organisational psychology research and practice. However, the factor structure has not been adequately explored, with two-factor and three-factor solutions previously proposed. This study tested the factor structure of the Job Satisfaction Scale using robust analysis methods on data gathered from a convenience sample of 381 (females = 264, males = 116) Australian employees. Confirmatory factor analyses supported a higher order three-factor model of job satisfaction over three factor, two factor and single factor models. Item 13, relating to satisfaction with hours of work, is weakly associated with other items and model fit improves if this item is deleted. The results support the continued use of an overall score of job satisfaction when using this measure in industrial/organisational psychology research and practice. Further testing of the structure is recommended within a range of employment sectors to see if the higher order three factor model holds.Keywords: measurement, psychometrics, job satisfaction, Job Satisfaction Scale, validation, factor structure. Heritage, B. and Pollock, C. and Roberts, L. 2015. Confirmatory Factor Analysis of Warr, Cook, andWall's (1979) Job Satisfaction Scale. Australian Psychologist. 50 (2): pp. 122-129. FACTOR ANALYSIS JOB SATISFACTION 3Confirmatory factor analysis of Warr, Cook, and Wall's (1979) Job Satisfaction Scale Job Satisfaction (JS) is one of the most commonly measured constructs in industrial / organisational (I/O) psychology due to its links to individual and organisational workplace outcomes and conditions in the workplace (Dormann & Zapf, 2001). JS has been previously conceptualised as the "…passive acceptance of a (relatively) satisfactory situation" (Warr & Inceoglu, 2012, p. 133) by an employee, and this 'satisfactory situation' can be based on intrinsic (e.g., affective bond) and extrinsic (e.g., rate of pay) factors (Warr, Cook, & Wall, 1979).Due to the broad applicability of the construct to a variety of organisational circumstances and paths of research inquiry, JS has been extensively linked to a multitude of constructs within the I/O psychology literature. Outcomes and antecedents such as employee affectivity (Dormann & Zapf, 2001), organisational commitment (Meyer & Allen, 1991;Meyer, Allen, & Smith, 1993), organisational culture (Balthazard, Cooke, & Potter, 2006; Bellou, 2010; Berson, Oreg, & Dvir, 2008; Cooper-Thomas, Van Vianen, & Anderson, 2004;Gregory, Harris, Armenakis, & Shook, 2009;Jandeska & Kraimer, 2005;Tzeng, Ketefian, & Redman, 2002;Yiing & Ahmad, 2009), workaholism (McMillan, Brady, O'Driscoll, & Marsh, 2002, stress and coping behaviour (Mohd Dahlan, Mearns, & Flin, 2010), and turnover intention (Seston, Hassell, Ferguson, & Hann, 2009) have been tied to the construct of JS. A meta-analysis on the correlates of JS by Faragher, Cass, and Cooper (2005) noted that depression, anxiety, burnout, and self-esteem were all ...

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“…In fact, the specific characteristics required for diagnosis by imaging, the limited patient contact (and subsequent reduced social support), high degree of responsibility, and workload that cannot be managed by the person involved, provide a rational explanation for the “strain” measured by DCS model, while the disparity between the high degree of professional commitment and the static nature of material and immaterial rewards offered by the health service in subjects who are naturally prone to professional overcommitment explains the change in stress scores measured by the ERI model. Previous studies have identified specific stressors in the work of radiologists and radiotherapists [28–33] and have shown that the latter often derive little satisfaction from their job [31, 34]. …”

Section: Discussionmentioning

confidence: 99%

Social Psychiatry in the Waiting Room: What a Physician Can Learn about Occupational Stress from Workers Waiting to Be Examined

Magnavita¹,

Garbarino

2013

Psychiatry Journal

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Background. Work-related stress is a major problem for mental health. The occupational physician has the opportunity to gather information on the perception of stress from workers in the course of regular medical examinations. Method. 1,231 subjects, engaged in 6 different occupations, were invited to compile the Demand/Control/Support and the Effort/Reward/Imbalance questionnaires. Results. A specific profile of work-related stress emerged for each group of workers. Radiology physicians reported high control over work, but also exceedingly high demand and effort, high overcommitment, low social support, and low rewards from work. Health care workers were often overcommitted but had high levels of reward and social support. Low levels of social support and reward were recorded for mature workers, while special force policemen engaged in law enforcement during the G8 meeting had high levels of social support and regards, so that their resulting stress levels were closer to the reference group of employees in an insurance company with no front-office. Conclusion. The practice of administering questionnaires to groups of workers who are subject to medical surveillance is useful for monitoring mental health and well-being.

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Satisfaction at work among radiologists

Abstract: This pilot study identified the sources of professional satisfaction and dissatisfaction among radiologists. A future survey of a stratified random sample of Italian radiologists appears to be feasible.

Cited by 17 publications

References 17 publications

Job satisfaction and its relationship to Radiation Protection Knowledge, Attitude and Practice (RP-KAP) of Iranian radiation workers

Job satisfaction and its relationship to Radiation Protection Knowledge, Attitude and Practice (RP-KAP) of Iranian radiation workers

Confirmatory Factor Analysis of Warr, Cook, and Wall's (1979) Job Satisfaction Scale

Social Psychiatry in the Waiting Room: What a Physician Can Learn about Occupational Stress from Workers Waiting to Be Examined

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