Job satisfaction and its influential factors in dental academic members in Tehran, Iran

Seraj, Bahman; Ghadimi, Sara; Mirzaee, Moghaddameh; Ahmadi, Rahim; Bashizadeh, H; Yazdi, Kazem Ashofteh; Sahebjamee, Mahnaz; MJ., Kharazi Fard; Jahanmehr, M

doi:10.4103/2141-9248.129035

Cited by 15 publications

(19 citation statements)

References 17 publications

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“…Dentistry is considered to be one of the most stressful professions 3 4 5 with the overall job satisfaction varying between countries. 10 11 12 13 14 15 16 17 18 19 This study was conducted to assess the overall job satisfaction among working dentists in the UAE and to assess the effect of sociodemographic factors and work environment factors on their level of satisfaction.…”

Section: Discussionmentioning

confidence: 99%

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Job Satisfaction of U.A.E. Dental Practitioners

Al-Buainain¹,

Alzarouni

Alshamsi

et al. 2019

Eur J Dent

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Objective The study aims to analyze job satisfaction among registered clinical dentists in the United Arab Emirates (UAE), and also to explore satisfaction with different work environmental factors and relate them to overall job satisfaction. Materials and Methods A survey modified from the American Dental Association version of job satisfaction published in 2013 to 2014, was given to 197 licensed dentists in Dubai and Sharjah cities in the UAE. The questionnaire included four main sections, in addition to the demographic factors questions. All questions were answered using the 5-point Likert scale. The only exception was the comfortability in the working environment which was answered using a 3-point Likert scale. Statistical Analysis Categorical data were presented as frequencies and percentages, and data were analyzed using means and standard deviations. Regression analysis was performed with overall job satisfaction as the dependent variable and seven aspects of satisfaction with work and individual characteristics as the independent variables. An α level of 0.05 was used for tests of statistical significance. Results The overall job satisfaction of dentists working in the UAE is high compared with other countries. Highest satisfaction was related to the relationship with patients, colleagues, and staff. On the other hand, the least satisfaction was linked to the opportunity for part-time work and benefits package. There were no significant differences between male and female participants regarding all work-related factors apart from autonomy. However, private sector dentists had a higher level of satisfaction compared with the public sector in many work-related factors. Conclusion There are various dimensions that collectively influence the level of overall job satisfaction. Difference existing between the levels of job satisfaction among private and public sector dentists and between male and female dentists need to be addressed to increase the level of job satisfaction among UAE dentists and thus improve all dental care system.

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Section: Discussionmentioning

confidence: 99%

“…1 5 11 12 The lowest levels of job satisfaction were reported in Iran, where the mean satisfaction scores were relatively low (1.5 out of 5) which indicates that dentists in Iran may find their jobs to be stressful. 13…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction of U.A.E. Dental Practitioners

Al-Buainain¹,

Alzarouni

Alshamsi

et al. 2019

Eur J Dent

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“…The importance of remuneration has also been discussed in other studies. 27 28 A study conducted at three teaching hospitals in Karachi showed that most doctors were not satisfied with their work and the lowest satisfaction was reported for wages and benefits. 27 The health system reforms in China in 2009 had an unintended impact on the income of healthcare staff.…”

Section: Discussionmentioning

confidence: 99%

Job satisfaction and associated factors among healthcare staff: a cross-sectional study in Guangdong Province, China

Lü¹,

Hu²,

Huang³

et al. 2016

BMJ Open

129

119

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ObjectivesThis cross-sectional study aimed to explore job satisfaction among healthcare staff in Guangdong following the health system reforms in 2009, and to investigate the association between job satisfaction and work stress, work–family conflict and doctor–patient relationship.DesignCross-sectional survey.SettingThe Fifth National Health Service Survey was carried out in Guangdong, China.ParticipantsAll participants in this study were healthcare staff including physicians, nurses and public health staff from hospitals, health service centres and health clinics. A total of 6583 questionnaires were distributed and collected. After excluding the incomplete questionnaires, 5845 questionnaires were included for the analysis.Outcome measuresSociodemographic information and scores for evaluating job satisfaction, work stress, work–family conflict and doctor–patient relationship were obtained using the questionnaire developed by the National Health and Family Planning Commission of the People's Republic of China. To assess the significantly associated factors on job satisfaction of the healthcare staff in Guangdong, a binary logistic regression model was used.ResultsBased on the 5845 valid responses of the healthcare staff who worked in Guangdong, the mean score of overall perception of job satisfaction was 3.99 on a scale of 1–6. Among the sociodemographic variables, occupation, educational background, professional status, years of service, annual income and night shift frequency significantly influenced the level of job satisfaction. Work stress, work–family conflict and doctor–patient relationship also had significant effect on job satisfaction.ConclusionsThe overall job satisfaction exceeded slightly dissatisfied (score 3) and approached slightly satisfied (score 4). Measures to enhance job satisfaction include the reduction of workload, increase of welfare, maintaining moderate stress and balancing work–family conflict. Moreover, relevant laws should be issued to protect the healthcare staff from violent acts.

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“…Facilities available on campus, salary packages, annual incentives offered, and promotion and tenure procedures are firmly believed to account for faculty dissatisfaction (Seraj et al, 2014). Faculty at Avalon perceive that effective salary packages (table 2; question 5; mean is 3.86 and median and mode are 4) and annual incentives and hikes (table 2; question 6; mean is 3.50, median and mode are 4) are considered as important factors in retaining the faculty members in higher education.…”

Section: Discussionmentioning

confidence: 99%

Policies and practices that promote faculty retention at AUSOM- a Pilot Study

Arja¹,

Acharya²,

Fatteh³

et al. 2018

MedEdPublish

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Objective Faculty satisfaction and retention are one of the key areas that most of the educational institutions are focused. The faculty turnover can hamper the teaching and research goals of the higher educational institutions. A lot of resources involved in the recruitment of faculty including time, it is imperative that higher educational institutions try to keep and retain the faculty members. The attrition rate and turnover of the faculty at Avalon University School of Medicine (AUSOM) are minimal. The objective of this pilot study is aimed at exploring the policies and procedures that are practiced at AUSOM which foster the faculty retention at Avalon. Methods The research study conducted is a quantitative method. The survey form was used to perform the survey, and the questionnaire developed on the Likert scale of one to five. The survey form also included the qualitative questions like to mention the most important factor in retaining the teachers in higher education and open-ended question for further comments. Results Faculty perceived that faculty development activities, student feedback and satisfaction, promotional policies and tenure procedures, research opportunities, attractive salary packages, annual incentives and hikes, working environment, living conditions, and quality of life play a role in retaining the faculty members at higher educational institutions. Faculties are satisfied with these factors, policies, and procedures at AUSOM. Conclusion The policies and procedures that are practiced at AUSOM is the reason for the high retention of faculty members at Avalon.

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Job satisfaction and its influential factors in dental academic members in Tehran, Iran

Cited by 15 publications

References 17 publications

Job Satisfaction of U.A.E. Dental Practitioners

Job Satisfaction of U.A.E. Dental Practitioners

Job satisfaction and associated factors among healthcare staff: a cross-sectional study in Guangdong Province, China

Policies and practices that promote faculty retention at AUSOM- a Pilot Study

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