Relationships between work Satisfaction and Certain Sociodemographic Factors

An individual's and the workforce as a whole may benefit greatly from an increase in job satisfaction, which in turn boosts productivity. Eventually, work happiness is a major factor in a country's economic growth. Since discontent causes lethargy and cuts organizational commitment, it has a significant impact on employees' intents to leave, absences, and productivity. When workers are happy in their jobs and with their work environments, they tend not to quit either. Improved output and corporate achievement as a result of contented workers. In order to maintain a competitive edge, businesses must ensure their employees are happy and fulfilled. Employees' attitudes towards their jobs are influenced by their titles, the company's culture, the quality of their relationships with their superiors and coworkers, the workplace's physical and social settings, the management's approach to conflict resolution, the fairness of their pay and benefits, the nature of their work, the praise they receive from superiors, the opportunities they are given, the amount of time they spend on each task, and the likelihood of receiving. One of the most significant contributors to a happy and healthy life is a job that one enjoys going to every day. There is a direct correlation between how happy an employee is at their job and how productive they are. One's level of motivation and job satisfaction determines how they feel about and perform in their daily professional activities, as well as their overall

Vaidehi Nag (2021) The purpose of this research is to assess employees' levels of contentment with their employment at "The Mission Hospital," Eastern India's premier patient care super specialty facility. The information for this research was gathered via the use of questionnaires. Results show that factors such as coworker cooperation, working conditions, working facilities, salary satisfaction, pay raise satisfaction, satisfaction with welfare services and other services, and the actions of managers, career organizers, and promotion systems all play a role in employees' levels of job satisfaction. The results show that hospital staff members are satisfied with their employment. In such a case, the satisfaction of hospital staff becomes an important issue that must be resolved for the Durgapur multi-specialty hospital to achieve its goals. Fotis Kitsios and Maria Kamariotou (2021) The health care industry is known for being labor- intensive, which means that the success of any given business within this sector is directly tied to the quality of its workforce. Hence, it is vital to make the most of all available human resources in order to health system. The only way to get there is to provide incentives that will naturally lead to the adoption of the desired mindset and actions. There is a lack of data on the requirements of health workers and, hence, the incentives that might encourage them in Greece. This piece is an effort to learn more about the motivations of medical staff at a public facility in Northern Greece. A statistical method known as analysis of variance (ANOVA) was used to examine the data obtained from 74 hospital workers. According to the findings, the quality of connections with coworkers and the degree of professional success are the most important factors in keeping employees motivated, while financial compensation and other job features are less important. These findings demonstrate the importance of hospital leadership fostering a positive work environment by recognizing staff for their contributions and working to maintain high morale. Peter Heimerl et. al. (2020) Finding and keeping good staff is a problem for many parts of the Alpine hospitality industry. For this reason, contentment in one's work is becoming more important to the expansion of the labor market and, by extension, of regions and tourist spots. Hence, this study's objective is to identify the factors that influence contentment in the workplace. Three hundred and forty-five employees were asked about their happiness on the job using an online survey. One's level of job satisfaction increases when they have a positive rapport with their superiors, consistently show up for work, and have opportunities to advance in their careers. In contrast, monetary compensation, job variety, a pleasant work atmosphere, and adequate facilities were cited as less important factors in determining employee performance. These findings might inform future investigations into the factors that contribute to satisfaction in the workplace. This research will help practitioners sustainably increase employee satisfaction in the workplace.

(2019) Workplace social capital and job-related stress were investigated as potential outcomes of long workweeks and aggressive doctors. We conducted a cross-sectional study of nurses (N = 923) working in 84 mental hospitals. There was an association between patient aggression and both job-related stress and generalized patient aggression. When doctors were unhappy in their leadership roles, they were more inclined to provide harsh treatments to their patients. These findings were unchanged after controlling for a variety of nursing and occupational factors, as well as for differences in unit size. understand what drives these professionals. This investigation of job fulfillment is necessary because of the favorable outcomes it may provide from a theoretical and practical standpoint, for both employers and employees. Given their importance to the healthcare system, this study sought to identify the factors that contribute to the satisfaction of hospital employees with their jobs. Medical consultants (n=52), non-medical staff (n=110), nurses (n=128), and paramedics (n=39) made up the remaining 329 participants in this research. Four work-related motivators (organisational position, compensation and perks (including health insurance), connection with colleagues, and coworker advancement) have been proven in previous study to impact job satisfaction. Participants were drawn from four groups (medical consultants, non-medical employees, nurses, and paramedics) and their job satisfaction was compared to that of nurses and paramedics across a wide range of sociodemographic and occupational characteristics. Principal component analysis was used to do the factor analysis, which revealed commonalities across the various measures of job satisfaction. Look at the factors that contribute to job satisfaction and how they relate to satisfaction levels.

The first set of questions deals with basic information about the responder, such as their name, age, gender, and occupation. Second, the poll probes respondents' emotional investment in and fulfillment from their jobs. With the help of a well crafted survey, employers may get a sense of their staff's level of satisfaction with their work environment.

The methodologist who conducted the non-experimental correlative survey. Sample: Registered nurses who worked in certain units of the Private Hospital in Jaipur and met the eligibility criterion. Sample Size: The size of the sample were 400 staff nurses

From January 2nd through the 29th of this year, 2018, we gathered all of our data. Four hundred registered nurses of all races, religions, and nationalities are on duty at any one time. The investigator first visits all female patients after receiving approval from the Dean of private hospitals in Jaipur. A total of 348 working men and women were selected at the outset. Twenty persons were disqualified from the study because they weren't staff nurses to take part in the study based on inclusion and exclusion criteria. The registered nurses on staff were given an explanation of the program and asked to sign an informed consent form if they were interested in taking part in the study. Participants were promised that their responses would remain confidential and be used exclusively in conjunction with this research.

Results from the study "Impact of salary and benefits on job satisfaction with special reference to employees in the healthcare industry in Jaipur" are shown in table 1, broken down by age and gender‖. o A majority (64%) of the 300 employees were under the age of 35; 25% were between the ages of 35 and 45; and 11% were beyond the age of 55. o Insex(93%)werefemale,(7%)weremale o 50% were high school graduates; 41% were college graduates; 10% were graduate school graduates. o Seventy-seven percent had a DGNM, sixteen percent an MD(N), and seven percent an MSc (N). o In terms of marital status, 71% were in couples, 29% were single, 0% were widowed, and 0% did not fall into any of the other categories. o In terms of family composition, we found that 57% of respondents came from a nuclear family, 40% belonged to a joint family, and 3.0% were part of a broader family network. o By work specialty, 49% were in the general ward, 25% in the special ward, 21% in the ICU, and 5% in isolation. o 40% had less than 5 years of experience working in a hospital, 30% had 6-10 years, 14% had more than 15 years, and 16% had 11-15 years. o The average daily sleep duration showed that 50% slept less than 8 hours, 35% slept 8 hours, and 15.0% slept more than 8 hours. o Eighty-two percent of workers reported 8 hours or less of duty each day, while eighteen percent reported more than 8 hours. o When asked what they did for fun on a daily basis, almost half (46%) said they watched TV, 27% said they read books, 11% said they played games, and 16% said they did something else. o The percentage of ward residents who report experiencing stress on a daily, weekly, or monthly basis ranged from 39% to 36% to 25%.

1. Vaidehi Nag, ―Research Paper on Employee Satisfaction of Healthcare Industry At The Mission Hospital, Durgapur‖, IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 23, Issue 6. Ser. III (June 2021), PP 43-77 2. Fotis Kitsios and Maria Kamariotou, ―Job satisfaction behind motivation: An empirical study in publichealth workers‖, Heliyon 7 (2021) e068572 3. Peter Heimerl et. al., ―Factors Influencing Job Satisfaction in Hospitality Industry‖, SAGE Open, October-December 2020: 1–12 4. Pekurinen, V., Välimäki, M., Virtanen, M. et al. (2019), Work Stress and Satisfaction with Leadership Among Nurses Encountering Patient Aggression in Psychiatric Care: A Cross-Sectional Survey Study. Adm Policy Ment Health 46, 368–379. https://doi.org/10.1007/s10488-018-00919-6 5. Suniti Chandiok, ―Job Satisfaction of Employees in Multispecialty Hospitals in Delhi and NCR‖, IITM Journal of Management and IT, Volume 9, Issue 2, July-December 2018 6. Cemil KUZEY, ―Impact of Health Care Employees‘ Job Satisfaction on Organizational Performance Support Vector Machine Approach‖, Journal of Economics and Financial Analysis, Vol:2, No:1 (2018) 45-68 7. Sanjeewa Chamal GG and Herath Dilina, ―Employee Satisfaction and Related Factors among Public Healthcare Workers in Sri Lanka: A Case Study on Regional Directorate of Hambanthota‖, Epidemiology international journal, Volume 2 Issue 1, 2018

Diabetes Risk and Job Stress Among Employees? American Journal of Health Promotion, 1-4. https://doi.org/10.1177/0890117116685802

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Research Scholar, Faculty of Commerce & Management, Maharishi Arvind University, Jaipur-302041