Objectives: This study is aimed at determining the factors influencing the job satisfaction level among dentists. It is also aimed at evaluating how personal (age, gender) and professional (type, type of qualification, and year of practice) characteristics influence overall job satisfaction.
Methods: For data collection, a structured self-administered questionnaire was used, in which one part collected information on personal characteristics. At the same time, the other contained a questionnaire related to job satisfaction. The German validated version of the questionnaire had a 10-point Warr-Cook-Wall (WCW) scale developed by Warr et al. in 1979. Each item was rated on a 5-point Likert scale, with 5 representing excessive satisfaction and 1 representing extreme dissatisfaction.
Results: The results revealed that dentists in Saudi Arabia have a higher satisfaction level with "colleagues and fellow workers" (26.5%). The relation between the years of practice was highly significant. However, they were dissatisfied with their "income" (22.6%), and when compared with concerning age, gender, profession, and their practice years, this finding was highly significant.
Conclusion: A higher percentage of satisfaction was seen with the "fellow and colleague's workers" dimension. At the same time, "income" was the aspect with which the dentists showed extreme dissatisfaction.
METHODS: Administrative and field workers from different divisions across Malaysia's six regions were randomly sampled to collect data for this study. The workers were given a total of 500 questionnaires, of which 345 were returned to the team of researchers. Based on the data analysis, there is an effective interaction between the factors tested toward safety performance.
RESULTS: According to findings, psychological capital positively and significantly affected workers' work engagement. Also, work engagement greatly impacted both workers' safety performance outcomes. Also, as expected, worker pressure significantly and negatively affected workers' safety performance.
DISCUSSION: Insights gained from this research have helped us better organize work and involve employees in safety activities/policies to boost workplace safety performance. The study also suggested that firms should reduce their employees' workloads because doing so would not lower their Psychological Capital but would instead fortify them to better carry out their duties in a risk-free manner.
BACKGROUND: Job satisfaction is a known predictor of nurse retention. Although there is a broad understanding of the factors that affect job satisfaction, little is known about how these vary between home and expatriate nurses working in countries which rely on a multicultural migrant workforce.
METHODS: A descriptive qualitative approach was taken, in which 26 semi-structured interviews were conducted with nurses selected from different nationalities, all of whom were working in Saudi Arabian hospitals. Eight participants were Saudi Arabian, six Filipino, four Indian, four South African, two Jordanian and two Malaysian.
FINDINGS: Five themes were identified that differentiated the perceptions of expatriates regarding their job satisfaction from those of the home nurses: separation from family, language and communication, fairness of remuneration, moving into the future and professionalism.
CONCLUSION: Focusing on the enhancement of job satisfaction experienced by expatriate nurses can result in a healthier work environment and greater retention of these nurses.
IMPLICATIONS FOR NURSING AND NURSING POLICY: To enhance nurse retention, policy makers in countries with migrant nurses should address their socio-economic needs. This includes providing both greater access to their dependent family members, and language lessons and cultural orientation to reduce linguistic and cultural challenges.
Methods: A multicentre cross-sectional study was conducted in 12 government hospitals accredited for housemanship training within the central zone of Malaysia. The study included a total of 1,074 house officers who had been working for at least 6 months in various housemanship rotations. The Negative Acts Questionnaire-Revised (NAQ-R) was used to examine workplace bullying.
Results: The 6-month prevalence of workplace bullying among study participants was 13%. Work-related bullying such as 'being ordered to do work below your level of competence', person-related bullying such as 'being humiliated or ridiculed in connection with your work', and physically intimidating bullying such as 'being shouted at or being the target of spontaneous anger' were commonly reported by study participants. Medical officers were reported to be the commonest perpetrators of negative actions at the workplace. Study participants who graduated from Eastern European medical schools (adjusted odds ratio [AOR] 2.27; 95% confidence interval [CI]: 1.27, 4.07) and worked in surgical-based rotation (AOR 1.83; 95% CI: 1.13, 2.97) had higher odds of bullying compared to those who graduated from local medical schools and worked in medical-based rotation, whereas study participants with good English proficiency (AOR 0.14; 95% CI: 0.02, 0.94) had lower odds of bullying compared to those with poor English proficiency.
Conclusion: The present study shows that workplace bullying is prevalent among Malaysian junior doctors. Considering the gravity of its consequences, impactful strategies should be developed and implemented promptly in order to tackle this serious occupational hazard.