Query: doctor job satisfaction

title: Work Engagement, Job Satisfaction, and Nurse Turnover Intention
abstract: Work Engagement, Job Satisfaction, and Nurse Turnover Intention by Yolanda Edwards Dandridge MBA, Iona College, 2005 MPA, Long Island University, 1994 BS, Herbert H. Lehman College, 1984 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration

title: Earnings and Job Satisfaction of Employed Spanish Doctoral Graduates Ingresos y satisfaccion laboral de los trabajadores espanoles con titulo de doctor
abstract: The increasing demand for highly qualifi ed workers in developed countries has raised a new interest in analysing whether doctoral training meets the needs of the European labour market. Job satisfaction enables an approach to both the relationship between training and job position and to a company's successful management of its relationship with those workers who are PhD holders. The results indicate that an analysis based on earnings is relevant, as it makes it possible to identify two clear job satisfaction behaviours: on the one hand, as earnings increase, so does job satisfaction, although this is found to a lesser extent in the higher earnings range; on the other hand, when moving up in the salary range, the relative assessment of job satisfaction components changes, as well as their signifi cance in explaining the variations in job satisfaction.

title: Predictive Relationships Between School Counselor Role Ambiguity, Role Diffusion, and Job Satisfaction
abstract: Predictive Relationships Between School Counselor Role Ambiguity, Role Diffusion, and Job Satisfaction by Daya M. Patton MEd, American Military University, 2012 MALS, East Tennessee State University, 2009 BA, Hampton University, 1998 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Human Services Walden University November 2018  Lack of clarity about professional roles and responsibilities of school counselors has resulted in role ambiguity and role diffusion among this group of professionals. Role ambiguity and role diffusion contribute to job dissatisfaction. The purpose of this quantitative correlational study was to examine whether role ambiguity and role diffusion predicted school counselor job satisfaction after controlling for years of experience as aLack of clarity about professional roles and responsibilities of school counselors has resulted in role ambiguity and role diffusion among this group of professionals. Role ambiguity and role diffusion contribute to job dissatisfaction. The purpose of this quantitative correlational study was to examine whether role ambiguity and role diffusion predicted school counselor job satisfaction after controlling for years of experience as a school counselor, and to examine whether role ambiguity, role diffusion, and job satisfaction differed for school counselors at the elementary, middle, and high school levels. The theoretical framework was role theory, which conceptualizes how job roles within organizations serve as boundaries between individuals and organizations. Survey data were collected from 86 school counselors at the elementary, middle, and high school levels. Results of linear regression analysis indicated that role ambiguity and role diffusion were significant predictors of job satisfaction after controlling for years of school counselor work experience. Results of discriminant analysis indicated no significant differences in school counselor role ambiguity, role diffusion, and job satisfaction based on school level. Findings may be used to advocate for aligning school counselors' duties and responsibilities with the training and education they receive, which may enable school counselors to be more satisfied in their jobs. The social change implication is that school counselors who are satisfied with their jobs could more effectively serve the children, schools, and communities in which they are assigned. Predictive Relationships Between School Counselor Role Ambiguity, Role Diffusion, and Job Satisfaction by Daya M. Patton MEd, American Public University, 2012 MALS, East Tennessee State University, 2009 BA, Hampton University, 1998 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Human Services Walden University November 2018 Dedication I dedicate this to my daughters, Jordyn and Malaya, who have patiently watched and supported me throughout the doctoral process. I also dedicate this to my grandmother, Mary, who kept encouraging me to complete my doctoral degree no matter what challenges I faced. Acknowledgments I would like to thank everyone who helped contribute to the successful completion of my doctoral degree. A special thanks to my dissertation committee, Dr. Barbara Benoliel and Dr. Gregory Hickman. Dr. Benoliel, thank you for your kind words of encouragement throughout this process. Dr. Hickman, thank you for your rigorous classes that made me a better researcher and writer. A special acknowledgement of thanks to Dr. Sandra Harris. Dr. Harris, thank you for agreeing to be my dissertation chair and pushing me to keep going when sometimes I just wanted to quit. I also would like to thank the professors and staff in the Walden University Human Services Department for their support throughout my doctoral program.

title: Job satisfaction of doctors working at Upazila Health Complexes in Barisal District.
abstract: Doctor's profession has long been among one of the most attractive professions in our society, but doctors are increasingly getting dissatisfied with their jobs. Job satisfaction is very important but very less studied issue. The aim of this study to assess the level of job satisfaction among doctors at selected Upazila Health Complexes in Barisal District. A descriptive cross sectional study was conducted among 59 doctors posted in 9 Upazila Health Complexes of Barisal district. Data was collected by using structured questionnaire consisting of 54 questions and JSS (Job Satisfaction Survey) scale, where higher values indicated higher level of satisfaction. The average scores of items were computed to construct factor scores for each individual. The total number of doctors included in this study was 59.78% were male. Majority (66.1% had age ranged 25 35 years. Majority (86.4% of doctors was married and almost 80% were Muslim. Most of the respondents (64.4% had clinical experience of 0 to 5 years. The result displayed that 57.6% of doctors were dissatisfied, 27.1% were satisfied and 15.3% were ambivalent. Majority of the respondents were dissatisfied with salary, promotional scope allowances, night duty, working hours, accommodation facility and transport facility. Job satisfaction among doctors in this study was low. Responsible authority should take necessary action to improve job satisfaction.

title: Job satisfaction and stress among doctors working at teaching hospitals Multan, Pakistan
abstract: To determine level of job satisfaction among doctors working at teaching hospitals of Multan.  This cross sectional study was conducted in Nishtar Medical University Hospital, Chaudhry Pervaiz Elahi Institute of Cardiology and The Children's Hospital the Institute of Child Health, Multan from July 1, 2018 to September 1, 2018. A total number of 150 doctors were selected by using convenient sampling. Self administered and self structured questionnaire was used for data collection.  Out of 150 doctors, 51.3% were male and 48.7% females. Most of the respondents were dissatisfied with their job. They were dissatisfied with salary and promotion chance (25.3% work load (34.7% working hours (37.3% insufficient staff (42.7% doctor patient relationship e.g. patient's demands (47.3% and patients' behavior (24% rules and regulations (24% However, they were satisfied with their head (45.3% colleagues (39.3% working environment (24% and communication/interrelations (23.3%  There was low level of job satisfaction among doctors working in teaching hospitals. Doctors were dissatisfied with their meagre income, insufficient health care staff, leave facility, long working hours and heavy work load. It is needed to address these conditions of dissatisfaction and formulation of policies to address these issues.

title: Job satisfaction among Hospital Doctors: A Review of Literature
abstract: Job satisfaction is among the most expansively explored subjects in the organizational behavior and human resource management domains. Hence, in healthcare context, satisfied doctors are likely to demonstrate greater productivity and commitment towards their job. Similarly, committed doctors denotes low turnover. However, globalization of health sector has motivated many doctors to migrate for better opportunities, better career growth and greater job satisfaction. The recent years have seen the rapid growth of this people centric health care sector. For the achievement of effective delivery of health services and doctor retention, job satisfaction among hospital doctors needs to be assured. Therefore, this paper attempts to ascertain the gaps and search the diverse factors impacting job satisfaction. Hence, the previous studies concerning job satisfaction among hospital doctors are reviewed. From the past works, positively correlation was found between monetary benefits, work conditions, recognition, autonomy, achievement, and growth and development opportunities, and job satisfaction.

title: Assessing the Moderating Effect of Gender on the Relationship Between Leadership Style and Job Satisfaction
abstract: A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy Capella University June 2019

title: Associations between emotional intelligence and doctor burnout, job satisfaction and patient satisfaction
abstract: Medical Education 2011: 45: 835 842

title: Ingresos y satisfaccion laboral de los trabajadores espanoles con titulo de doctor Earnings and Job Satisfaction of Employed Spanish Doctoral Graduates
abstract: The increasing demand for highly qualifi ed workers in developed countries has raised a new interest in analysing whether doctoral training meets the needs of the European labour market. Job satisfaction enables an approach to both the relationship between training and job position and to a company's successful management of its relationship with those workers who are PhD holders. The results indicate that an analysis based on earnings is relevant, as it makes it possible to identify two clear job satisfaction behaviours: on the one hand, as earnings increase, so does job satisfaction, although this is found to a lesser extent in the higher earnings range; on the other hand, when moving up in the salary range, the relative assessment of job satisfaction components changes, as well as their signifi cance in explaining the variations in job satisfaction.

title: How Workplace Bullying Jeopardizes Employees' Life Satisfaction: The Roles of Job Anxiety and Insomnia
abstract: Drawing on conservation of resources (COR) theory, this study examined the underlying mechanism through which workplace bullying (WB) affects employees' life satisfaction via job related anxiety and insomnia. Time lagged data were collected at two points in time from 211 doctor interns working in various hospitals in Pakistan. Our results fully supported a proposed serial multiple mediator model. Workplace bullying was indirectly related to life satisfaction via job related anxiety and insomnia. This study provides evidence of a spillover effect as to how workplace bullying increases employees' job related anxiety which in turn leads to insomnia resulting in reduced employees' life satisfaction. The present study extends research on workplace bullying to display its theoretical as well as empirical effects on life satisfaction. It demonstrates that workplace bullying as an occupational and psychological stressor has multiple effects on employees' life satisfaction through a serial mediation model in the context of a developing country. It further explains that workplace bullying not only affects an employee's workplace behaviors but also extends to the employee's overall life satisfaction.