The effects of job characteristics and individual characteristics on job satisfaction and burnout in community nursing

Jansen, P.G.M.; Kerkstra, Ada; Abu‐Saad, Huda Huijer; Zee, J. van der

doi:10.1016/0020-7489(95)00060-7

Cited by 83 publications

(118 citation statements)

References 27 publications

(23 reference statements)

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“…Bu faktörler genel olarak iş çevresi ve bireysel değişkenler olarak iki ana başlık altında incelenmektedir. İş çevresi kategorisinde çalışma ortamı, işin niteliği, iletişim, terfi, ücret ve kararlara katılma gibi faktörler sayılırken, bireysel faktörler yaş, cinsiyet, eğitim seviyesi, medeni durum, çalışma saatleri ve kişisel özelliklerdir (Jansen, Kerkstra, Abusaad ve Der Zee, 1996). Amerika Birleşik Devletleri'ndeki bir üniversitede çalışan araştırmacıların iş tatminini belirleyen faktörleri incelemek amacıyla yapılan bir anket sonuçlarına göre, araştırmacıların yaptıkları işin en tatmin edici tarafları sırasıyla; bağımsız çalışma olanağı (%60), iş çeşitliliği (%49), zor problemleri çözmek (%46), insanın başarılı olduğu bir işi yapması (%46) ve birlikte çalıştığı insanlardır (%34).…”

Section: İş Tatminiunclassified

The impacts of education, vocational tenure and career opportunities on job satisfaction, organizational commitment and intent to leave: Security sector analysis<p>Eğitimin, mesleki tecrübenin ve terfi imkanlarının iş tatmini, örgütsel bağlılık ve işten ayrılma niyeti üzerine etkisi: Güvenlik sektörü analizi

Kula¹,

Tasdoven²,

Dönmez³

2015

HumanSciences

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This study investigates whether job satisfaction, organizational commitment and turnover intention levels of four-year university graduates and two-year police vocational school graduates are different from each other. A sample of 394 police officers working in seven provinces of seven different geographical regions in Turkey was analyzed. The results of t test and correlation analysis obtained indicated that the university degree holders indicated a lower level of organizational commitment and higher level of turnover intention than their non-degree holder colleagues. It was found that there is no statistically significant difference between job satisfaction levels of two groups. Career opportunities increased job satisfaction and organizational commitment while tenure reduced turnover intention. The findings of the study illustrate a need for internal policy reform in how the executives of TNP organize their employment and human resource management Özet Bu araştırmada dört yıllık üniversite eğitimi almış polis memurları (POMEM) ile iki yıllık polis meslek yüksekokulu mezunu polis memurlarının (PMYO) iş tatmini, örgütsel bağlılık ve işten ayrılma niyeti düzeylerinin farklılık gösterip göstermediği araştırılmıştır. Türkiye'nin yedi coğrafi bölgesinde yer alan yedi ildeki POMEM ve PMYO mezunlarından alınan 394 kişilik örneklem üzerinde çalışma yapılmıştır. Elde edilen verilerin t testi ve korelasyon analizleri sonucunda, üniversite mezunu polis memurlarının, üniversite mezunu olmayan meslektaşlarına göre daha düşük seviyede örgütsel bağlılık gösterdikleri ve daha yüksek seviyede işten ayrılma eğilimi gösterdikleri bulunmuştur. İş tatmini açısından iki grup arasında istatistiki olarak anlamlı bir fark bulunmamıştır. Meslekte ilerleme imkânlarının iş tatmini ve örgütsel bağlılığı arttığı, POMEM mezunları için meslekte geçen sürenin artması ile örgüte olan bağlılığın azaldığı tespit edilmiştir.

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Section: İş Tatminiunclassified

The impacts of education, vocational tenure and career opportunities on job satisfaction, organizational commitment and intent to leave: Security sector analysis<p>Eğitimin, mesleki tecrübenin ve terfi imkanlarının iş tatmini, örgütsel bağlılık ve işten ayrılma niyeti üzerine etkisi: Güvenlik sektörü analizi

Kula¹,

Tasdoven²,

Dönmez³

2015

HumanSciences

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“…Wyniki te pozostają w zgodzie z wnioskami, jaki wysnuli na podstawie swoich badań Jansen i wsp. (19) czy Lambert i wsp. (11).…”

Section: Wstępunclassified

“…Badacze ci również podkreślali, że środowisko pracy ma większy wpływ na satysfakcję zawodową niż cechy/zasoby indywidualne (np. cechy demograficzne, sposoby radzenia sobie ze stresem) (11,19).…”

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Application of Job Demands-Resources Model in Research on Relationships Between Job Satisfaction, Job Resources, Individual Resources and Job Demands

Potocka¹,

Waszkowska²

2013

Med Pr

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StreszczenieWstęp: Celem prezentowanych badań było określenie związków między wymaganiami pracy, zasobami pracy, zasobami osobistymi a satysfakcją zawodową oraz określenie użyteczności modelu Wymagania Pracy -Zasoby w wyjaśnianiu stwierdzonych związków. Materiał i metody: Badaniami objęto 500 pracowników socjalnych z całej Polski. Do testowania hipotez zastosowano kwestionariusz "Czynniki psychospołeczne" oraz skalę "Satysfakcja zawodowa". Wyniki: Wykazano, że wraz ze wzrostem dostępnych zasobów pracy oraz wzrostem dostępnych zasobów osobistych wzrasta satysfakcja z pracy (r = 0,44; p < 0,05; r = 0,31; p < 0,05). Analiza wariancji (ANOVA) wykazała, że zasoby pracy [F(1,474) = 4,004; p < 0,05] oraz wymagania pracy [F(1,474) = 4,166; p < 0,05] są istotnymi źródłami zmienności satysfakcji zawodowej. Ponadto interakcja wymagań pracy i zasobów pracy [F(3,474) = 2,748; p < 0,05] oraz wymagań pracy i zasobów osobistych [F(3,474) = 3,021; p < 0,05] ma statystycznie istotny wpływ na poziom zadowolenia z pracy. Porównania post hoc wykazały, że: 1) w warunkach niskich wymagań pracy, ale przy dużych zasobach pracy pracownicy odczuwają istotnie wyższy poziom satysfakcji zawodowej w porównaniu z osobami oceniającymi zasoby pracy jako średnie (p = 0,0001) lub niskie (p = 0,0157); 2) przy średnim poziomie wymagań pracy osoby szacujące swoje zasoby osobiste jako duże deklarowały istotnie wyższą satysfakcję z pracy niż osoby oceniające swoje zasoby osobiste jako małe (p = 0,0001). Wnioski: Wykazano użyteczność modelu Wymagania Pracy -Zasoby do badania satysfakcji zawodowej. Uwzględniając w zarzą-dzaniu organizacją składowe modelu, tj. wymagania pracy oraz zasoby (pracy i osobiste), można wpływać na poziom satysfakcji zawodowej. Med. Pr. 2013;64(2):217-225 Słowa kluczowe: stres, pracownicy socjalni, satysfakcja zawodowa, model Wymagania Pracy -Zasoby Abstract Background: The aim of this study was to explore the relationships between job demands, job resourses, personal resourses and job satisfaction and to assess the usefulness of the Job Demands-Resources (JD-R) model in the explanation of these phenomena. Materials and Methods: The research was based on a sample of 500 social workers. The "Psychosocial Factors" and "Job satisfaction" questionnaires were used to test the hypothesis. Results: The results showed that job satisfaction increased with increasing job accessibility and personal resources (r = 0.44; r = 0.31; p < 0.05). The analysis of variance (ANOVA) indicated that job resources and job demands [F(1.474) = 4.004; F(1.474) = 4.166; p < 0.05] were statistically significant sources of variation in job satisfaction. Moreover, interactions between job demands and job resources [F(3,474) = 2.748; p < 0.05], as well as between job demands and personal resources [F(3.474) = 3.021; p < 0.05] had a significant impact on job satisfaction. The post hoc tests showed that 1) in low job demands, but high job resources employees declared higher job satisfaction, than those who perceived them as medium (p = 0.0001) or low (p = 0.0157);...

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“…High workload may influence the level of stress reactions and job satisfaction negatively, possibly resulting in a negative psychological state commonly referred to as "burnout" (Blegen, 1993;Shelledy et al, 1992). Aspects such as workload, job stress, job satisfaction and burnout are associated with the concept "quality of working life," which has received increasing attention in health services research (Arts et al, 1999;2001;Bourbonnais et al, 1998;Jansen et al, 1996).…”

Section: Introductionmentioning

confidence: 99%

The effects of the implementation of snoezelen on the quality of working life in psychogeriatric care

Weert

Dulmen

Spreeuwenberg

et al. 2005

Int. Psychogeriatr.

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Background: Dementia among nursing home residents is often accompanied by high care dependency and behavioral disturbances, resulting in an increased workload for the caregivers. Snoezelen, integrated into 24-hour dementia care, is an approach that might improve the quality of working life of dementia caregivers. This study aims to investigate the effectiveness of integrated snoezelen on work-related outcomes (workload and psychological outcomes) of caregivers in psychogeriatric nursing homes.

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The effects of job characteristics and individual characteristics on job satisfaction and burnout in community nursing

Cited by 83 publications

References 27 publications

Application of Job Demands-Resources Model in Research on Relationships Between Job Satisfaction, Job Resources, Individual Resources and Job Demands

The effects of the implementation of snoezelen on the quality of working life in psychogeriatric care

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