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The Ehlers‐Danlos syndromes (EDS), a group of uncommon connective tissue disorders, are, paradoxically, an increasingly common referral to genetics specialists. Of the 13 types of EDS, the most common is hypermobile EDS (hEDS), which lacks a known genetic etiology and for which diagnosis is achieved via a robust set of clinical criteria. While previous investigations have characterized many clinical aspects of EDS as a syndrome and patients' lived experiences, a gap in the literature exists regarding clinicians' experience caring for these individuals. This study sought to understand the effects of hEDS patient referrals from genetic counselors' perspectives. To capture these novel views and values, we conducted semi‐structured interviews with 15 participants who were members of the National Society of Genetic Counselors (NSGC) and had experience working with the hEDS patient population. Interview questions explored the frequency of hEDS referrals in their clinic, investigated their roles and responsibilities as genetic counselors when working with this population, analyzed their workflow for this indication, assessed the impacts on their professional satisfaction, and explored potential options for improving workflow and care for the hEDS patient population. Reflexive thematic analysis yielded four themes: (1) Referrals for hEDS have generally increased over time and many institutions have implemented new policies to control this influx, (2) genetic counselors' primary roles include education and addressing psychosocial matters for this population, (3) genetic counselors feel both rewarded and challenged by these referrals, and (4) genetic counselors call for more education and training on hEDS for all healthcare specialties. Our findings provide a better understanding of the goals of the hEDS patient referrals to genetics specialists and the opportunities and challenges those referrals present. Genetic counselors have specific training and skills in psychosocial counseling and communication, in some ways making them ideal care providers for this population. However, they are simultaneously a scarce resource and the complex medical issues presented by many patients with hEDS make multidisciplinary management essential. We conclude with potential avenues for improving interactions with this population. [ABSTRACT FROM AUTHOR]

Background: Primary healthcare centres are burdened by the management of patients with skin conditions, while general practitioners might lack the expertise to assess skin changes accurately. The traditional care chain for skin findings is a multistage process that can cause delayed diagnosis and treatment, distressing the patient. This study aimed to determine whether adding a dermatologist to the primary care team would streamline the care pathway of patients with skin conditions, while examining levels of satisfaction among patients and healthcare professionals. Methods: A quasi-experimental multicentre study was conducted in three primary health centres in Finland. A dermatologist was integrated into two of the centres (intervention) but not the third (control). Data on timing of diagnosis and treatment and number of contacts were collected from records and analysed per care path. The Patient Enablement Instrument (PEI) and Net Promoter Score (NPS) were used to measure the patient's experience of the appointment. NPS and professional satisfaction queries were used to measure professional satisfaction. Results: In total 186 intervention and 176 control patients were included, with 38 primary care professionals. Compared with the control group, the intervention group showed a significantly shorter time to confirmed diagnosis and to treatment start (25 vs. 49 days, p < 0.001), with a higher proportion (49% vs. 27%, p < 0.001) receiving immediate treatment in the primary care setting. Patients in the intervention group required fewer visits. Patient experience by PEI and NPS scores were higher in the intervention group (p ≤ 0.022 for each). Satisfaction levels among professionals in both groups were higher after the intervention than before, although the NPS score did not improve significantly in the control group. Almost all professionals advocated for the continuation of the integrated care pathway. Conclusions: The integration of dermatologists into the primary care streamlined the management of skin conditions from diagnosis to treatment, while improving the experiences of both patients and healthcare professionals. This integrated care path is beneficial for the management of patients with skin findings in primary care. [ABSTRACT FROM AUTHOR]

The study aimed to reveal how to improve the job performance of faculty members at the University of Tabuk in light of organizational trust and job satisfaction, Statistically significant differences in the responses of the study sample concerning the study topics which relate to the variables of (scientific degree- Gender- Nationality), and the relation between the level of the regulatory confidence and the professional satisfaction level from the point of view of the faculty members in Tabuk University. The study has used the descriptive correlative method. The study sample is composed of 315 faculty member from the community of study which reaches (569) faculty members. The questionnaire was used as the tool of study: the study concluded many results according to the following: * The general level of the regulatory confidence in Tabuk University came (high) with arithmetic average (3.67). The measure of the confidence level with the work colleagues came in the first rank with arithmetic average (3.94), followed in the second rank, the measure of confidence level in managers with arithmetic average (3.65), and in the third rank, the measure of confidence level in the supreme leadership with arithmetic average (3.47). * The professional satisfaction for the faculty members in Tabuk University came (high) with arithmetic average (3.46). * There are no statistically significant differences in the responses of the study sample which refer to the variable of the scientific degree for the level of the regulatory confidence for the faculty members in Tabuk University in general and in the two measures (confidence level in the supreme leadership and in managers). In the other hand there are statistically significant differences in the responses of the study sample for the confidence level in the work colleagues. * There are differences in the responses of the study sample for the level of the regulatory confidence for the faculty members of Tabuk University in general and in the three measures (supreme leadership confidence level, managers confidence level, and work colleagues confidence level) which refer to the variable of gender and the variable of nationality. * There are differences in the responses of the study sample for the level of the regulatory confidence for the faculty members of Tabuk University which refer to the variables of the scientific degree and nationality, while there are no differences in the responses of the study sample which refer to the gender variable. * There is a positive correlative relation and statistically significant between regulatory confidence level in general and the professional satisfaction level from the point of view of the faculty members in Tabuk University. [ABSTRACT FROM AUTHOR]

Introduction: The level of professional satisfaction in teachers is an important issue in terms of high work motivation and employee performance. In addition, high professional satisfaction is a factor that contributes to teachers' more positive approach to the education process. Methods: This study aims to examine the teaching-learning conceptions and professional satisfaction levels of physical education teachers. A total of 310 physical education teachers, 129 female and 181 male, working in primary and high schools participated in the study. A relational scanning model was used in this research. The Teaching and Learning Conceptions Scale and Minnesota Job Satisfaction Scale were used as data collection tools. Results: It has been observed that there is a positive relationship between teachers' understanding of teaching-learning and their level of professional satisfaction. Discussion: The constructivist understanding levels of the teachers participating in the research regarding the teaching-learning process were high, while their traditional understanding levels were below the medium level. Limitations: This research was limited to 310 physical education teachers working at different education levels. Conclusions: It can be said that the teaching-learning understanding of physical education teachers is a determinant of professional satisfaction. [ABSTRACT FROM AUTHOR]

This study aims to analyze the Professional satisfaction and organizational identification of football referees within the Turkish Football Federation and to explore the relationship between these concepts. The research employed a descriptive survey model, sampling 151 referees (129 males, 22 females) from the Black Sea region. The "Professional Pleasure Scale for Referees" (OHSR) developed by Karaçam and Pulur (2018) and the "Organizational Identification Scale" (OAS) created by Mael and Ashforth (1992), which was adapted into Turkish by Tak and Aydemir (2004), were utilized for data collection. The statistical analyses conducted comprised One Sample Kolmogorov-Smirnov, Mann Whitney U, Kruskal Wallis H, and Spearman Correlation. The findings demonstrate higher levels of professional satisfaction and organizational identification among referees. A statistically significant and positive relationship was identified between these two variables (p < 0.05). Further analysis indicated that male referees exhibited significantly higher levels of organizational identification in comparison to their female counterparts, whereas no significant differences in professional satisfaction were observed between genders. Referees holding a bachelor's degree demonstrated greater professional satisfaction than their counterparts with associate or postgraduate degrees. Class A referees exhibited a greater level of organizational identification compared to those in lower classifications. Referees who expressed contentment with their assignment frequency and income levels indicated a significant increase in professional satisfaction and organizational identification. The findings indicate that demographic and professional factors, including gender, education level, classification, and income satisfaction, have a significant impact on referees' professional satisfaction and organizational commitment. The study emphasizes the necessity for customized interventions to improve referees' work experiences, indicating that enhanced training and support systems may significantly influence their satisfaction and professional identity.

Apart from being a mean of making a living and achieving a certain social status, professions may also be considered a calling. The dentist's career is not only a vocation of high social prestige but also one which requires a high level of responsibility, physical and psychological load. Professional satisfaction reflects how meaningful a person finds their vocation, but this is based on the resources that the individual has invested (time for education and skill development, financial resources, effort, etc.). Hence, professional and financial satisfactions constitute complex and multifaceted phenomena. The aim of the study is to analyze the degree of professional and financial satisfaction in dentists as well as to give suggestions suitable for its improvement.

Pharmacists, essential healthcare providers, face significant challenges in professional satisfaction and well-being. This study investigates the factors influencing pharmacists' professional satisfaction, mainly focusing on workload, organizational support, job autonomy, work–life balance, and resilience against burnout. Data were collected from relevant online forums on Facebook and Reddit using a netnographic methodology. The data were anonymized and thematically coded to identify key themes from 23 conversation threads, primarily involving or concerning Romanian pharmacists. The analysis revealed several critical issues: widespread dissatisfaction with salaries, challenges in professional recognition, and the demanding nature of university education. Additional themes included economic and financial insights, global trends and technological impacts, personal experiences and satisfaction, professional growth and education, regulatory and market environment, and workplace dynamics. Findings indicate these factors significantly impact pharmacists' job satisfaction and overall well-being. The study concludes that addressing these issues through targeted interventions, such as policy reforms, educational updates, and enhanced organizational support, can improve the professional lives of pharmacists, thereby enhancing their contributions to healthcare outcomes. [ABSTRACT FROM AUTHOR]

Objective: It is known that assistant physicians in our country face heavy workload and significant difficulties during the specialty training process. It is thought that this situation may affect the stress and professional satisfaction levels of assistant physicians and cause mental and physical complaints. The aim of this study is to evaluate the ways of coping with stress and professional satisfaction levels in assistant physicians, as well as to investigate the current psychological symptoms of assistant physicians. Methods: A total of 174 assistant physicians who met the inclusion criteria participated in the study. Sociodemographic Data Form, Stress Coping Styles Scale, Professional Satisfaction Scale, Eysenck Personality Questionnaire and Symptom Screening Scale (SCL-90-R) were applied to the participants. Results: In our study, it was found that the most frequently used method of coping with stress among assistant physicians was the self-confident approach. Optimistic approach style and professional satisfaction levels; It was significantly higher in male physicians, aged 30 and over, and senior assistant physicians. The helpless approach style was detected more in assistant physicians whose residency period was 18 months or less. No significant relationship was found between styles of coping with stress and levels of professional satisfaction. When looking at the distribution of psychological symptoms, it was determined that the highest scores belonged to the obsessive-compulsive symptom, interpersonal sensitivity and depression subcategories, respectively, and depression was the most common psychological symptom in female physicians and interpersonal sensitivity was the most common psychological symptom in male physicians. All psychological symptoms showed a negative significant relationship with the self-confident approach and optimistic approach and a positive significant relationship with the helpless approach. It was found that there were no significant differences between branches in terms of styles of coping with stress, professional satisfaction levels and distribution of psychological symptoms. Conclusion: Interventions that will reduce stress levels and increase professional satisfaction levels in assistant physicians (creating better working conditions, reducing intense workload, providing opportunities that will increase knowledge and experience and increase work motivation, etc.) are important in terms of physicians' mental and physical well-being and providing more qualified service to the society. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Ahmet Kelesoglu Educational Faculty is the property of Journal of Ahmet Kelesoglu Educational Faculty and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Social Research & Behavioral Sciences / Sosyal Araştırmalar ve Davranış Bilimleri Dergisi is the property of Journal of Social Research & Behavioral Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Artuklu Health is the property of Mardin Artuklu University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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Copyright of International Journal of Social Sciences (IJSS) / Uluslararasi Sosyal Bilimler Dergisi is the property of International Journal of Social Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Gazi University Journal of Gazi Educational Faculty (GUJGEF) is the property of Gazi University Journal of Gazi Educational Faculty (GUJGEF) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Teachers are doing their job despite notoriously low pay, and the extrinsic and intrinsic factors that keep them in the profession are the subject of national and international research. In the present study, we investigate the subjective sense of professional success of teachers in secondary vocational education in the light of the type of institution in which they teach. Their questionnaire survey was carried out online (N=166) during the pandemic period, having been adapted to the situation. We wanted to assess factors of their sense of professional success, which are partly related to the classical role of a teacher, such as knowledge transfer, education of or cooperation with other actors in education, but also to hypothetical factors such as self-training and creativity. Our hypothesis that the prestige of the institution type and the professional satisfaction of the teacher are related was not confirmed, but the identified factors played a different role to varying degrees.

Introduction. At the beginning of the 2020-2021 academic year, the government, health organizations, and educational institutions had to face the implementation of protocols and action plans within the classrooms to prevent COVID-19. Aim. This study aimed to analyze the thoughts and concerns of Spanish teachers during the academic year 2020-2021. Method. The study involved the participation of 965 teachers (74.3% Women; Mage = 43.5 9.9). An ad hoc questionnaire comprising 38 items was utilized, focusing on the resources offered by the administration for the return to classrooms, teachers’ concerns about this new academic year, and their thoughts on ideal teaching conditions. Results. Differences were observed based on age and gender in the management (P1) (p = 0.02) and support (P2) (p = 0.04) from the educational administration, perceived security (P3) (p = 0.01), reduction of the working day (P5) (p = 0.002), and the adequacy of material (P6) (p = 0.004) and human (P8) (p = 0.04) resources. Teachers with greater experience exhibited differences in the items P2 (p = 0.03), P3 (p = 0.03), and P8 (p = 0.03). Conclusions. Less experienced teachers expressed higher levels of concern, while those with more teaching experience highlighted the need for additional human resources and training.

Pharmacists, essential healthcare providers, face significant challenges in professional satisfaction and well-being. This study investigates the factors influencing pharmacists’ professional satisfaction, mainly focusing on workload, organizational support, job autonomy, work–life balance, and resilience against burnout. Data were collected from relevant online forums on Facebook and Reddit using a netnographic methodology. The data were anonymized and thematically coded to identify key themes from 23 conversation threads, primarily involving or concerning Romanian pharmacists. The analysis revealed several critical issues: widespread dissatisfaction with salaries, challenges in professional recognition, and the demanding nature of university education. Additional themes included economic and financial insights, global trends and technological impacts, personal experiences and satisfaction, professional growth and education, regulatory and market environment, and workplace dynamics. Findings indicate these factors significantly impact pharmacists’ job satisfaction and overall well-being. The study concludes that addressing these issues through targeted interventions, such as policy reforms, educational updates, and enhanced organizational support, can improve the professional lives of pharmacists, thereby enhancing their contributions to healthcare outcomes.

The objective of this research was to identify the relationships between the variables of job satisfaction, professional satisfaction, distributed leadership, and the perception of insecurity in academics at five universities located in the state of Guanajuato. The research was of a non-experimental type and, according to its temporality, cross-sectional, because it was developed at a specific moment. The study is also descriptive and correlational, because it analyzes the degree of association between the variables. Finally, an exploratory factor analysis study was carried out (AFE). The results revealed that the relationship between the variables of job satisfaction and professional satisfaction was positive and significant, the relationship between the variables of distributed leadership and the perception of insecurity was positive but not significant, and the relationship between the variables of the perception of insecurity and the distribution of leadership was positive and significant. The relationship between the perception of insecurity and job satisfaction was positive but not significant. In the analysis of the control variables of sex, marital status, type of university, and level of studies with the dependent variable of job satisfaction, statistical tests were carried out to verify the existence of the significant differences between the groups. Furthermore, this analysis was conducted in relation to the variables of sex, marital status, and type of university.

Teachers' professional satisfaction promotes students' educational success. Studies have shown that teaching in a context of high cultural diversity may affect teachers' level of satisfaction (e.g., satisfaction with students, perceived warmth in the teacher–student relationship, sense of efficacy). This longitudinal study conducted among 69 Canadian elementary school teachers found that those who reported more openness to their students' cultural diversity presented a more positive perception of students and reported greater warmth in their relationships with students but experienced a lower sense of professional efficacy. This study highlights the importance of teachers' openness to cultural diversity, an understudied variable. [ABSTRACT FROM AUTHOR]

The purpose of this study is to determine the relationship between educational skills and professional satisfaction of faculty members. The research is of a descriptive and relationship-seeking type, and the sample consisted of 86 faculty members working at a vocational school. Data were collected using the information form, Professional Satisfaction Scale and Educational Skills Scale. The data were evaluated using arithmetic mean, student t-test, ANOVA, correlation and regression analysis. 56.6% of the faculty members stated that they did not receive training in educational skills, 92.8% stated that educational skills training should be compulsory, and 51.8% stated that the level of educational skills was quite sufficient. It was determined that the participants' educational skills scale total score was 155.90±16.81 (min:38-max:190) and their professional satisfaction scale total score was 80.29±9.62 (min:20-max:100). A statistically significant difference was found between the educational skills scale and gender, academic title, perception of educational skills and perception of professional satisfaction. Those who have a high perception of job satisfaction and who love their job have higher job satisfaction scale scores. There is a moderate positive relationship between the educational skills scale and its sub-dimensions and the professional satisfaction scale. It is seen that the educational skills and professional satisfaction levels of the faculty members are high. According to the results of the research, professional satisfaction alone explains 22.2% of educational skills, and a one-unit improvement in professional satisfaction will cause an 82.3% increase in educational skills. In line with these results, it is possible to say that when professional satisfaction increases, educational skills will increase, and when professional skills improve, professional satisfaction will increase. It is recommended that training and studies be carried out to improve the professional satisfaction and educational skills of faculty members. [ABSTRACT FROM AUTHOR]

Copyright of Ege Üniversitesi Ziraat Fakültesi Dergisi is the property of Ege Universitesi, Ziraat Fakultesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Teachers are doing their job despite notoriously low pay, and the extrinsic and intrinsic factors that keep them in the profession are the subject of national and international research. In the present study, we investigate the subjective sense of professional success of teachers in secondary vocational education in the light of the type of institution in which they teach. Their questionnaire survey was carried out online (N=166) during the pandemic period, having been adapted to the situation. We wanted to assess factors of their sense of professional success, which are partly related to the classical role of a teacher, such as knowledge transfer, education of or cooperation with other actors in education, but also to hypothetical factors such as self-training and creativity. Our hypothesis that the prestige of the institution type and the professional satisfaction of the teacher are related was not confirmed, but the identified factors played a different role to varying degrees. [ABSTRACT FROM AUTHOR]

Education has a very important place in the development of a society. Teachers are one of the indispensable building blocks of education. Considering their place in the education system, it is important to investigate the characteristics of teachers. The aim of this study was to investigate the predictive levels of teachers' professional satisfaction and professional burnout on school happiness. Accordingly, a total of 219 teachers working in various public secondary schools participated in the study. The ages of the teachers ranged between 25 and 55; 126 of them were female and 93 of them were male. Teachers' School Happiness Scale, Professional Satisfaction Scale, and Burnout Scale were used as data collection tools. The data were analyzed using descriptive statistics, correlation analysis, and multiple regression analysis. According to the results of the analysis, it was concluded that professional satisfaction and professional burnout were effective on teachers' school happiness. [ABSTRACT FROM AUTHOR]

In training of qualified counselors and supporting their individual and professional development, it is considered important to reveal the quality of the relationship between the counseling skills of psychological counselors and their attitudes towards providing psychological help and their professional satisfaction. In this context, it was investigated whether there is a significant difference in psychological counselors' professional satisfaction, counseling skills, and attitudes towards providing counseling assistance in terms of their views on the efficiency of the courses of individual and group counseling practice, counseling principles and techniques or their equivalents. In addition, the effects of psychological counselors' counseling skills and their attitudes towards providing counseling help on their professional satisfaction are examined. For this purpose, 309 school counselors from different levels of educational institutions consititute the study group.Occupational Satisfaction Scale (OSS), Counseling Self-Estimate Inventory (COSI), Attitude Scale Towards Giving Psychological Counseling Helping (ASTGPCH) and Personal Information Form were used to collect data. Significant differences was found from nonparametric analysis of opinions of efficiency of the course of individual and group counseling, as well as the priciples and techniques of psychological counseling course. Analyzed by multiple regression, counselor’s counseling skills and attititudes toward counseling services explain their proffessional satisfaction by 20.9%. All evaluated together, quality of the education received by psychological counselors during their undergraduate education, their psychological counselling skill competencies and their positive attitudes towards providing psychological counselling help were found important factors in terms of their proffessional satisfaction. [ABSTRACT FROM AUTHOR]

In the study, it was examined whether there is a significant relationship between the self-efficacy beliefs in and this study, the relationship between the self-efficacy beliefs and the level of professional satisfaction of elementary school teachers was investigated. The correlational survey model of quantitative research techniques was utilized in this study. The research data were collected through Self-Efficacy Belief Instrument, Professional Satisfaction Scale and Personal Information Forms. In this study, a study universe was chosen owing to the quite high number of elementary school teachers. The research data were collected by choosing a reachable sample group. The sample group of the study consists of 650 elementary school teachers who work at public schools of Mersin Central District National Education Directorate (Akdeniz, Mezitli, Toroslar, Yenişehir) and who voluntarily agreed to participate in the research. The data were analysed with the SPSS 25.00 software. In the analysis of the collected data, Pearson Correlation Test for problem status, T-test for sub-problems and Kruskal-Wallis H Test were applied. According to the result of the research, it has been found out that there is a statistically significant difference (p<0,01) between the self-efficacy beliefs and the level of professional satisfaction of elementary school teachers and that this difference is a significant relationship in a positive way. It has been found out that there is no significant difference between the selfefficacy beliefs of elementary school teachers and their sex, age, marital status, or the school they graduated. It has been seen that there is a significant difference between professional satisfaction of the teachers and their seniority. As a result of the pairwise comparisons, it was found that the significant difference was between teachers with 6-10 years of seniority and teachers with 16-19 years of seniority, and it was in favor of teachers with 16-19 years of seniority. In line with the researches and the results obtained, suggestions were made to carry out studies to further strengthen the positive and significant relationship between self-efficacy beliefs and professional satisfaction levels of classroom teachers. [ABSTRACT FROM AUTHOR]

Copyright of International Journal of Management Academy is the property of Uluslararasi Yonetim Akademisi Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The objective of this research was to identify the relationships between the variables of job satisfaction, professional satisfaction, distributed leadership, and the perception of insecurity in academics at five universities located in the state of Guanajuato. The research was of a non-experimental type and, according to its temporality, cross-sectional, because it was developed at a specific moment. The study is also descriptive and correlational, because it analyzes the degree of association between the variables. Finally, an exploratory factor analysis study was carried out (AFE). The results revealed that the relationship between the variables of job satisfaction and professional satisfaction was positive and significant, the relationship between the variables of distributed leadership and the perception of insecurity was positive but not significant, and the relationship between the variables of the perception of insecurity and the distribution of leadership was positive and significant. The relationship between the perception of insecurity and job satisfaction was positive but not significant. In the analysis of the control variables of sex, marital status, type of university, and level of studies with the dependent variable of job satisfaction, statistical tests were carried out to verify the existence of the significant differences between the groups. Furthermore, this analysis was conducted in relation to the variables of sex, marital status, and type of university. [ABSTRACT FROM AUTHOR]

Copyright of Revista Colombiana de Educación is the property of Universidad Pedaggica Nacional and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Introduction Over the last decade, the term “Burnout” has become familiar term in all walks of life, particularly medicine. Emotional exhaustion, depersonalization, and a low sense of personal accomplishment make up the triad. At least a third of plastic surgeons are having burnout according to the western literature. Data on burnout in Indian plastic surgeons is lacking. We have made an attempt to analyze the incidence and factors responsible for burnout among plastic surgeons in India. Materials and Methods An online survey was conducted in India to assess burnout among plastic surgeons from June to November 2019. Consent, demographic information, stress-related factors, the abbreviated Maslach Burnout Inventory (aMBI), and Satisfaction with Medicine were all included section wise in the survey. Both used scales were validated. Data were gathered using Google forms, then uploaded to an Excel file and analyzed. A multivariable and univariable analysis of factors associated with burnout was carried out. Results Twenty-two percent of 330 plastic surgeons who responded were assessed to have moderate to high emotional exhaustion, 5% had moderate to high depersonalization, and 3% had low personal accomplishment. The overall burnout rate was 8.2%. Seventy-three percent of plastic surgeons enjoyed a good to very good quality of life. Great over-volume of work, mid-career practicing plastic surgeons and professional satisfaction with work were found to have a significant association with burnout on multivariate analysis. Conclusions Plastic surgeons in India suffer an overall burnout rate of 8.2% with a multifactorial etiology. This occupational hazard is preventable and reversible. Plastic surgeons need to be vigilant about this and seek help whenever required.

Job satisfaction is a combination of positive or negative feelings that employees have about their work. Meanwhile, when an employee in an organization brings with him the needs, wants, and experiences that determine the expectations he has built, job satisfaction will represent the extent to which the organization meets them. Job satisfaction is the extent to which expectations match reality. Job satisfaction is closely related to the individual's behavior at work. Job satisfaction is the employee's sense of accomplishment and success. It is generally perceived to be directly related to both productivity and personal well-being. Job satisfaction involves having a job you enjoy, doing well, and being rewarded for your personal efforts. Job satisfaction further implies enthusiasm and happiness at work. Job satisfaction is the essential element that leads to recognition, income, promotion and the achievement of other goals that lead to a sense of self-fulfillment [4]. Job satisfaction can also be defined as the extent to which an employee is satisfied with the rewards he derives from his work, especially in terms of intrinsic motivation.The term job satisfaction refers to the manifestations and feelings that people have towards their work. Positive and favorable attitudes towards the workplace indicate job satisfaction. Negative and unfavorable attitudes towards the workplace indicate job dissatisfaction. Job satisfaction is the collection of feelings and beliefs that people have about their current job. People's job satisfaction levels can range from extreme satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs as a whole, people may also have attitudes about various aspects of their work, such as the type of work they do, their peers, supervisors or subordinates, and pay them.

Burnout syndrome is caused by a number of factors, including personal, organizational, and professional problems. The purpose of this study was to investigate burnout and satisfaction levels among emergency department staff in the context of professional activity issues. We studied a sample of 184 participants working in the emergency department. Participants signed an informed consent form, completed a socio-demographic questionnaire and the MBI-HSS (MP) questionnaire to assess burnout, a JSS (Job Satisfaction Survey) to assess their professional satisfaction, and the AWS (AWS of work survey) questionnaire on work aspects. The questionnaires were completed between November 2022 and March 2023. The study group was aged between 24–64 years old, most of the subjects being female. The study found that 30.2% of emergency medical staff are at high risk of burnout. Emotional exhaustion is indirectly proportional to workload, interpersonal relationships, and rewards. Emotional exhaustion is a direct result of work experience. While participants expressed ambivalence and dissatisfaction with the work environment, they were satisfied with the nature of their work. This study found that job-related factors such as social support and feedback are significant predictors of employee well-being and reducing the risk of burnout. Emotional exhaustion was negatively correlated with job satisfaction, while personal accomplishment was positively correlated with job satisfaction. Depersonalization was associated with job dissatisfaction with operating conditions and coworkers. The study also identified differences in burnout and related constructs among healthcare professionals, with resident physicians reporting higher levels of personal accomplishments and paramedics reporting relatively low levels of emotional exhaustion. The findings suggest that tailored interventions addressing job demands and resources are critical in improving employee well-being and reducing burnout. [ABSTRACT FROM AUTHOR]

Continuity of employees in the organization is important as it saves costs, ensures quality, and enhances guest satisfaction. In the service industry, employee continuity is considered more important than the abilities possessed by the employee. Hospitality organizations are service organizations with high employee-guest interaction and need high levels of employee professionalism and professional satisfaction leading to guest satisfaction. This paper tests the relationships between employee professionalism, professional satisfaction, and employee continuity. Employee professionalism has been conceptualized as the importance given to the organization, its goals, and rules and procedures, while employee professional satisfaction is conceptualized to be achieved from job satisfaction and guest satisfaction. Data have been gathered on 200 employees from their superiors of various hospitality organizations in Goa, a major tourist destination in India, using a structured questionnaire. The analysis using structural equations modeling showed that employee professionalism significantly influenced employee continuity mediated by employee professional satisfaction. Multiple methods have corroborated the results. The findings are of theoretical importance and practical significance since it confirms the need for high professionalism among hospitality staff, which substantiates the need to train the staff in professionalism. Heads of the Departments can design various training activities to incite high professionalism among the staff. [ABSTRACT FROM AUTHOR]

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BACKGROUND: Nurses have been affected by stress, developing many related consequences during the health emergency caused by the SARS-CoV-2 (COVID-19) pandemic. It is essential for healthcare organizations to protect their human resources because there is a strong correlation between the health status of healthcare workers and the quality of care provided. OBJECTIVE: The aim of the study was to measure the perception of the organizational health level of the workplace among COVID-19 nurses (i.e. nurses who directly dealt with COVID-19 countermeasures) as an influence on work quality and work-related stress. METHODS: A cross-sectional study was carried out by administering the Nursing Questionnaire on Organizational Health (QISO) to nurses in contact with COVID-19 patients. The search period ranged between August and September 2021 with nurses who work and/or worked in Lazio. RESULTS: 123 questionnaires were collected. The scores with a value below the recommended level (2,6) are: "Comfort of the working environment" (mean = 2.57; SD = 0.66); "Valorization of skills" (mean = 2.40; SD = 0.62); "Openness to innovation" (mean = 2.46; SD = 0.77); "Satisfaction with top management" (mean = 2.48; SD = 0.81); and the inverse scale "Fatigue" (mean = 2.94; SD = 0.55). CONCLUSION: Management of healthcare organizations should define action strategies to promote and increase organizational well-being and reduce work-related stress risk factors. Some action strategies that could be used include improving the elements of the work environment to make it more comfortable for workers; strengthening and improving communication; improving the relationship between nurses and senior management; and establishing a team of experts for psychological assistance. [ABSTRACT FROM AUTHOR]

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Introduction Over the last decade, the term "Burnout" has become familiar term in all walks of life, particularly medicine. Emotional exhaustion, depersonalization, and a low sense of personal accomplishment make up the triad. At least a third of plastic surgeons are having burnout according to the western literature. Data on burnout in Indian plastic surgeons is lacking. We have made an attempt to analyze the incidence and factors responsible for burnout among plastic surgeons in India. Materials and Methods An online survey was conducted in India to assess burnout among plastic surgeons from June to November 2019. Consent, demographic information, stress-related factors, the abbreviated Maslach Burnout Inventory (aMBI), and Satisfaction with Medicine were all included section wise in the survey. Both used scales were validated. Data were gathered using Google forms, then uploaded to an Excel file and analyzed. A multivariable and univariable analysis of factors associated with burnout was carried out. Results Twenty-two percent of 330 plastic surgeons who responded were assessed to have moderate to high emotional exhaustion, 5% had moderate to high depersonalization, and 3% had low personal accomplishment. The overall burnout rate was 8.2%. Seventy-three percent of plastic surgeons enjoyed a good to very good quality of life. Great over-volume of work, mid-career practicing plastic surgeons and professional satisfaction with work were found to have a significant association with burnout on multivariate analysis. Conclusions Plastic surgeons in India suffer an overall burnout rate of 8.2% with a multifactorial etiology. This occupational hazard is preventable and reversible. Plastic surgeons need to be vigilant about this and seek help whenever required. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Tikrit University for Humanities is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Maldistribution of podiatrists limits capacity to address the footcare needs of the population. Understanding factors that impact recruitment and retention of Australian podiatrists is a key solution. The primary aim of this study was to describe factors related to rural podiatry work, and overall professional retention amongst Australian podiatrists. Methods: We used data collected from the most recent relevant response of a cohort of Australian podiatrists between 2017 and 2020 of four online surveys. Person and job role variables known to impact current work and retention were collected. Logistic regression models were used to determine factors associated with rural work and intent to leave direct patient care or the profession entirely. Results: There were 1129 podiatrists (21% of 5429) who participated in at least one of the survey waves. Podiatrists who had a rural background (30%) were less likely to work in a metropolitan location (OR = 0.20, 95%CI = 0.11,0.37). Podiatrists who undertook a regional/rural placement during their undergraduate education (43%) were more likely to work in a metropolitan location (OR = 1.86, 95%CI = 1.38,2.51). Podiatrists who indicated they were planning to leave direct patient care within 5 years (n = 282, 26%), were less satisfied with working conditions (OR = 0.77, 95% CI = 0.66, 0.92), less satisfied with opportunities to use their abilities (OR = 0.83, 95% CI = 0.69, 0.99), perceived less personal accomplishment (OR = 0.94, 95% CI 0.86, 0.94) and less job satisfaction (OR = 0.92, 95% CI = 0.91, 0.98). Podiatrists who indicated that they were planning to leave podiatry work entirely within 5 years (n = 223, 21%), were less satisfied with opportunities to use their abilities (OR = 0.74, 95% CI = 0.62, 0.88), agreed they had a poor support network from other podiatrists (OR = 1.35, 95% CI = 1.13, 1.61), had less job satisfaction (OR = 0.89, 95% CI = 0.86, 0.94), and did not have access to paid annual leave (OR = 0.62, 95% CI = 0.38, 0.99). Conclusion: Findings suggest ways to promote rural work, including selecting university students with rural backgrounds, and optimising the experience of rural placements which currently predict metropolitan practice. To retain podiatrists, it is important to ensure access to leave, professional support, and appropriate physical working conditions. Further research is required to understand why intention to leave is so high. [ABSTRACT FROM AUTHOR]

Over the past few decades, there have been unprecedented shifts in power from institutions to individuals, both inside and outside the workplace. Currently, in various media, we have the possibility to choose, when, where and what we will watch, read and listen to, what content. All this without being limited by the programming decisions of TV channels, radio stations or any other source of information. For example, to shop, it is no longer necessary to travel to commercial areas, but, instead, select what to buy through our mobile phones and the purchases will be at our doorstep. These transformations have also taken place in the labor sector today, as people in all sectors change more often between jobs, not just based on salary or stability, but oriented towards finding work that is rewarding, satisfying and suited to their values. and lifestyle. At the rate that the business paradigm changes, so do mentalities change. Currently, people are seen as the most valuable element of the company, a differentiating element, as they are the ones who put the processes into practice and from them get the results. Performance and productivity are now associated with the professional's well-being, making relationships more human. Changes in human resource management have led to a change in focus. Today it is not about, how companies can motivate or encourage employees, but rather, they can stimulate and promote high quality motivation that comes from within employees. The development of organizational commitment and intrinsic motivation are highlighted as the key to a successful future in organizations and to employee satisfaction. [ABSTRACT FROM AUTHOR]

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Background: Studies exist that identify factors associated with higher professional satisfaction among clinicians. However, there are no reliable findings for clinicians with a migration background as to whether there is a correlation between particular dimensions of professional satisfaction and the desire to leave their current specialty or country of employment. For the first time, these data were collected within a questionnaire-based study from urological clinicians with a migration background (UCMBs) working in Germany. Material and Methods: A SurveyMonkey® with 101 items relating to characterizing features of the study participants and questions about job satisfaction (n = 39) was opened for UCMBs between August and October 2020. The influence of different dimensions of job satisfaction on the desire to quit the urological specialty/leave Germany was analyzed (group A: neither want to leave urology nor Germany; group B: can at least imagine leaving the urological profession and/or Germany). Results: Eighty-one UCMBs were distributed almost equally in groups A (50.6%) and B (49.4%). Occupational satisfaction was higher in several respects in group A. Three dimensions that differed significantly with regard to occupational satisfaction were used to create an aggregate score ranging from 3 to 15 points as follows: (1) relationship to superiors (p = 0.014), (2) career opportunities in the clinic (p < 0.001), and (3) opportunities for the further development of surgical skills (p = 0.006). For each point value of this aggregate score, the UCMB's desire to quit urology or leave Germany (or at least uncertainty about this question) decreased by a relative value of 34.6% (odds ratio: 0.654, 95% confidence interval: 0.496–0.861, p = 0.002). Conclusions: Various dimensions of job satisfaction have been identified, the improvement of which could contribute to the long-term retention of UCMBs at German urological clinics. [ABSTRACT FROM AUTHOR]

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Introduction: In 2007, the first formal postgraduate nurse practitioner (NP) residency program was launched at Community Health Center, Inc., a large Federally Qualified Health Center in Connecticut, and focused on primary care and community health. There are numerous post-graduate nurse practitioner training programs across the nation, and many more are under development. Although the literature describes the impact of postgraduate residency training programs on new NPs' early practice transition, to date, no studies have examined the long-term impact of postgraduate NP training programs on alumni's career choices, practice, and satisfaction. This study sought to understand the impact over time of Community Health Center Inc.'s postgraduate NP residency program on the subsequent career paths of alumni who completed the program between 2008 and 2019. Additionally, it explored alumni's current reflections on the impact of their postgraduate residency training on their transition to the post-residency year and beyond, as well as their professional development and career choices. Moreover, it sought to identify any previously undocumented elements of impact for further exploration in subsequent studies. Methods: This was a retrospective cohort study that used an electronic survey and interviews. All 90 of the alumni who had completed Community Health Center Inc.'s residency between 2008 and 2019 were invited to participate. Results: The survey's response rate was 72%. Most (74%) of the participating alumni indicated they were still practicing as primary care providers. Of these, 57% were practicing at FQHCs. Nine subthemes were identified from the interviews, with an overarching theme that the program was foundational to a successful career in community-based primary care and that the impact of the program continues to evolve. Conclusion: Community Health Center Inc.'s postgraduate NP residency program had a long-standing impact on alumni's commitment to continuing in primary care practice, as well as their engagement in leadership activities to ensure quality care. [ABSTRACT FROM AUTHOR]

Background and Objectives: Burnout syndrome is caused by a number of factors, including personal, organizational, and professional problems. Data from the literature reported a strong relationship between burnout syndrome and job satisfaction among emergency medical personnel. Materials and Methods: We studied a sample of 80 nurses working in the Emergency Department of Emergency Clinical County Hospital "Sfântul Apostol Andrei" of Galati Romania. Participants signed an informed consent and then completed a socio-demographic questionnaire and the MBI-HSS (Maslach Burnout Inventory–Human Services Survey) questionnaire to assess the level of burnout and JSS (Job Satisfaction Survey) to assess the level of professional satisfaction. The aim of this study was to measure the levels of burnout and satisfaction among nurses in the Emergency Department as well as the relationship between these two variables and a group of selected socio-demographic characteristics. Results: This study found that 36.25% of nurses reported a high level of burnout. Additionally, emotional exhaustion is directly proportional to professional experience and age. Participants also reported a sense of ambivalence and satisfaction with the workplace, but were satisfied with the nature of their work. Conclusions: The results of this study suggest the relationship between variables and this could be used to implement psychoactive intervention strategies at both individual and organizational levels, which could lead to a decrease in burnout levels. Burnout is a predictor of job satisfaction for Emergency Department nurses. Personal achievement was relatively commensurate with the nature of the work. Additionally, the increase in burnout among nurses is directly proportional to the nature of the work. [ABSTRACT FROM AUTHOR]

One of the aims of this study was to examine the self-efficacy levels of school counselors, and the other was to test the mediating role of school climate in the relationship between self-efficacy and professional satisfaction. The study is a descriptive and correlational study. The participants of the study consisted of 561 school counselors. In the analysis of the data, arithmetic mean, standard deviation, t test, one-way analysis of variance and mediating effect analysis method were used. As a result of the research, it has been concluded that the general self-efficacy levels of school counselors are above the middle; and the self-efficacy levels according to the sub-dimensions are from high to low, Personal and Social Development, Collaboration, Leadership and Assessment, Career and Academic Development and Cultural Acceptance sub-dimensions. In addition, the self efficacy levels of school counselors who have more than 6 years of service, graduate degrees and working in private schools are significantly higher; it was determined that self efficacy did not differ in terms of gender, undergraduate program graduated, and education level. Finally, it was concluded that school climate has a partial mediator role in the relationship between self efficacy and professional satisfaction. [ABSTRACT FROM AUTHOR]