Academic literature on the topic 'Job satisfaction Victoria'
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Journal articles on the topic "Job satisfaction Victoria"
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Chia, A. C. L., M. G. Irwin, P. W. H. Lee, T. H. W. Lee, and S. F. Man. "Comparison of Stress in Anaesthetic Trainees between Hong Kong and Victoria, Australia." Anaesthesia and Intensive Care 36, no. 6 (November 2008): 855–62. http://dx.doi.org/10.1177/0310057x0803600617.
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A postal survey was sent to anaesthetic trainees in Hong Kong and Victoria, Australia to compare work-related stress levels. Demographic data were collected. Anaesthetist-specific stressors, Maslach Burnout Inventory and Global Job Satisfaction scores were used for psychological testing. The response rates from Hong Kong and Melbourne were 64 of 133 (48.1%) and 108 of 196 (55.1%), respectively. Victorian respondents were older with greater family commitments, but more advanced in fulfilling training requirements. Hong Kong respondents, being faced with both the challenge of dual College requirements, exhibited consistently higher indices of stress (P <0.001) and less job satisfaction (P <0.001). Common occupational stressors related to dealing with critically ill patients and medicolegal concerns. Higher stress scores observed in Hong Kong trainees related to service provision and a perceived lack of resources. Despite the complex nature of stress, its antecedents and manifestations, an inverse relationship between emotional exhaustion and job satisfaction was evident in correlation analysis (P <0.001). This survey suggests that stress was present in some trainees in both areas. Hong Kong trainees may benefit from local development to address mental wellbeing as being important to fulfil this highly competitive training program.
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Watson, Lyndsey, Anne Potter, and Lisa Donohue. "Midwives in Victoria, Australia: a survey of current issues and job satisfaction." Midwifery 15, no. 4 (December 1999): 216–31. http://dx.doi.org/10.1054/midw.1999.0176.
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James, Stephen, and Bronwyn Hendry. "The Money or The Job: The Decision to Leave Policing." Australian & New Zealand Journal of Criminology 24, no. 3 (December 1991): 169–89. http://dx.doi.org/10.1177/000486589102400301.
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The constituents of job satisfaction and morale amongst police workers have received some research attention overseas, but to date there has been relatively little work in this area in Australia. Recent controversy has been generated in Victoria concerning the issue of police morale amidst the introduction of a new superannuation scheme which has seen a dramatic increase in voluntary departures from the Victoria Police since 1987. This article reports the findings of a survey of departed and serving members of that organisation, conducted to identify the reason for departure and to gauge the importance of work-related attitudes in the decision to leave. The findings suggest that work dissatisfaction was strongly implicated in the decision to leave, particularly for those departures who resigned before 50 years of age. A comparable degree of work dissatisfaction was found amongst a sample of serving police workers, who expressed significantly more negative attitudes towards police work than those who retired early after reaching 50 years. The most prominent sources of dissatisfaction appeared to derive from the organisation and management of the Victoria Police, rather than from the nature of police work itself or factors external to the police organisation.
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Bilardi, Jade E., Amanda Miller, Jane S. Hocking, Louise Keogh, Rosey Cummings, Marcus Y. Chen, Catriona S. Bradshaw, and Christopher K. Fairley. "The Job Satisfaction of Female Sex Workers Working in Licensed Brothels in Victoria, Australia." Journal of Sexual Medicine 8, no. 1 (January 2011): 116–22. http://dx.doi.org/10.1111/j.1743-6109.2010.01967.x.
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Untari, Novita Putri, Sudarwati Sudarwati, and Ida Aryani Diyah Purnomo Wulan. "ANALISIS ATTITUDE, KNOWLEDGE DAN SKILL TERHADAP KINERJA DI HOTEL ( Studi Tentang Kinerja Alumni Victoria Hotel School )." Jurnal Manajemen dan Keuangan 7, no. 1 (May 30, 2018): 25–31. http://dx.doi.org/10.33059/jmk.v7i1.701.
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This analysis is to know the influence of attitude, knowledge and skill on the performance of Victoria Hotel School alumni at the hotel. The method in this research is quantitative method using multiple linear regression as its analysis tool. a questionnaire was given to several HRD hotels to assess the 80 alumni of Victoria Hotel School who had worked. The result of this research attitude, Knowledge and skill influence simultaneously and partially to the performance at Hotel. for the influence of variable independent attitude, Knowledge and skill have percentage equal to 51,3% while the rest 48,7% influenced by other free variable like motivation, leadership style, work environment and job satisfaction .
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OAKMAN, JODI, and YVONNE WELLS. "Retirement intentions: what is the role of push factors in predicting retirement intentions?" Ageing and Society 33, no. 6 (April 30, 2012): 988–1008. http://dx.doi.org/10.1017/s0144686x12000281.
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ABSTRACTPopulation ageing will significantly impact labour markets in most Organisation for Economic Cooperation and Development countries and as a result individuals will need to remain in paid employment for longer to fund their retirement years. This study examines the retirement intentions of employees of a large public-sector organisation located in Victoria, Australia that was interested in developing policies to assist with retention of their mature-age workforce. Multivariate regression analyses were used to identify the most important predictors of intention to retire. The dependent variable, Intended timing of retirement, was analysed in two forms, as continuous and dichotomised measures. Age and Length of service were strong independent predictors of Intention to retire soon (within five years). Of the work factors that were analysed (Job satisfaction, Job demands, Job control, and Social cohesion), low Job satisfaction and high Social cohesion scores indicated an increased likelihood of retiring soon. The results provide some insight into the development of organisational interventions that might assist with retaining older employees for longer.
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Mak, Vivienne S. L., Alice Clark, Geoff March, and Andrew L. Gilbert. "The Australian pharmacist workforce: employment status, practice profile and job satisfaction." Australian Health Review 37, no. 1 (2013): 127. http://dx.doi.org/10.1071/ah12180.
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Objective. The aims were to determine Australian registered pharmacists’ current employment status, practice profile and professional satisfaction. Method. A questionnaire was mailed to all registered pharmacists (n = 7764) on the Pharmacy Boards of Victoria and South Australia’s registers; 19 were returned undeliverable. Quantitative data were entered and analysed using the Statistical Package for Social Sciences Version 17. Qualitative data were subjected to a thematic analysis. Results. 1627 (21%) pharmacists responded: 259 (16%) were registered as pharmacists but no longer worked in the pharmacy profession. A total of 1366 respondents reported still working as pharmacists. Of the 1366, 912 (67%) indicated that they spend most of their time in a clinical area; 233 (17%) spend most of their time in ‘non-clinical pharmacist work (i.e. dispensing as technical supply)’; 216 (16%) worked in other non-clinical roles and; 1053 (77%) were professionally satisfied. Conclusion. Measuring the pharmacist workforce based on registration data significantly overestimates the available clinical pharmacist workforce: 708 (44%) respondents were no longer working in the profession, were not mainly involved in clinical practice or were working in non-clinical roles. A significant re-professionalisation program is needed if pharmacists’ unique knowledge and skills are to contribute to better healthcare delivery. What is known about the topic? A well trained and sufficient workforce is an essential requirement if the objectives of Australia’s healthcare reform agenda are to be met. For the pharmacy profession, a change in practice profile of pharmacists from a product supply focus to a patient care focus is also required. Recent workforce studies have used pharmacist registration data to model the supply of pharmacists. What does this paper add? This paper reports on a survey of registered pharmacists to more closely examine the available pharmacist workforce. The insights into the current employment status and practice profile of pharmacists provide an understanding of the available clinical pharmacist workforce. What are the implications for practitioners? Previous workforce modelling may seriously overestimate the ‘available’ pharmacist workforce to meet the needs of the community as the health reform agenda rolls out. Strategies are needed to retain pharmacists within the pharmacy profession, and to attract and retain pharmacists in clinical roles.
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Davies, Sarah, Cathryn Keenan, and Bernice Redley. "Health Assistant in Nursing: a Victorian health service pilot." Asia Pacific Journal of Health Management 12, no. 2 (July 18, 2017): 17–24. http://dx.doi.org/10.24083/apjhm.v12i2.73.
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Objective: Develop and evaluate pilot of a new role to support nursing care delivery in hospital settings.
Design: A naturalistic, three-stage pre-post, multimethod pilot design used data collected from hospital administrative datasets, and surveys and focus groups with staff participants.
Setting: Three wards at three hospital sites of a large tertiary health service in Victoria, Australia.
Subjects: Staff performing the new role and registered nurses working on participating wards.
Intervention: Pilot of a new Health Assistant in Nursing (HAN) role.
Main outcome measures: Staff outcomes were work satisfaction and workload of registered nurses; quality outcomes included reported patient falls and medication errors; organisational outcomes included service costs and sick leave.
Results: Work satisfaction and workload of registered nurses remained stable after introducing the new role. The frequency of reported patient falls reduced in two of the three wards. Costing outcomes suggested potential for cost benefits attributed to reduced falls in acute wards.
Conclusions: This pilot identified the new HAN role has capacity to contribute to improved patient quality and safety outcomes without compromising nurse job satisfaction and workload. Potential cost benefits of thenew role warrant further consideration in the acute care sector.
Abbreviations: CPO – Constant Patient Observer; CSN – Clinical Support Nurse; HAN – Health Assistant in Nursing. NWSQ – Nursing Workplace Satisfaction
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Volard, Jill, Christine Baxter, and Cliff da Costa. "Recruiting Out-of-Home Caregivers for Children with an Intellectual Disability in the Shared Family Care Program." Children Australia 18, no. 4 (1993): 23–27. http://dx.doi.org/10.1017/s1035077200003692.
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Recruiting caregivers for children with an intellectual disability who require out-of-home respite or longer-term care is a problem which has challenged service providers for many years. This paper summarises findings of a recent evaluation of Shared Family Care, a foster care program in Victoria for children with intellectual disabilities/developmental delay. Current recruiting is not succeeding in meeting the demand for either respite, short term or long term care. Findings of the evaluation suggest that factors such as use of appropriate media, and running effective recruitment campaigns is only part of the answer. It is also important at every stage to address caregiver satisfaction with the job and employ strategies to find potential caregivers in the community.
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Taylor, Ann, Mary Lynn Andriuk, Paule Langlois, and Eric Provost. "Staff Rotation: Implications for Occupational Therapy." Canadian Journal of Occupational Therapy 62, no. 4 (October 1995): 208–11. http://dx.doi.org/10.1177/000841749506200405.
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Occupational therapy departments of tertiary care hospitals can provide staff with opportunities to gain diverse clinical experience if they rotate through the various services such as surgery, medicine, geriatrics, plastic surgery and orthopedics. The system of rotation offers both advantages and disadvantages for the staff and the institution. The Royal Victoria Hospital in Montreal, a large university teaching hospital, had traditionally offered staff the opportunity to rotate. Changes in staffing and their needs however, resulted in rotation becoming an important issue within the department. This article presents the pros and the cons of rotation and non-rotation systems as identified by therapists and administrators across Canada. Staff rotation was found to have an effect on job satisfaction and a therapist's career orientation. Given these findings, administrators may want to reconsider the role of the generalist and specialist in their facilities.
Dissertations / Theses on the topic "Job satisfaction Victoria"
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Rannona, Moleko Victor. "The relationship between job insecurity, job satisfaction and organisational commitment in a mining organisation / by Moleko Victor Rannona." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2430.
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Porter, Sandra. "An exploration of the support needs of ambulance paramedics." Thesis, 2013. https://vuir.vu.edu.au/22296/.
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The work of ambulance paramedics is usually physically and emotionally draining and can place significant amounts of pressure on the emergency service worker. The work they do can impact their social life, their family and ultimately, their health. The primary aim of this research was to explore the psychological and social coping strategies of ambulance paramedics, in dealing with the day to day aspects of their work in the context of their long term health and well-being. A secondary aim was to examine the use of current peer support programs and other referral services used by paramedics. This study was a qualitative exploration of the experiences of ambulance paramedics through interviewing. Qualitative research has allowed the researcher to capture the stories of individuals, in their own words. This study included nine novice paramedics (first year) and 12 longer term employed (five plus years) paramedics within Rural Ambulance Victoria. Participants were also recruited to reflect the gender ratio in the paramedic workforce.
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Funnell, Rita. "Opinions of registered nurses about quality of working life in Victoria’s public hospitals." Thesis, 2010. https://vuir.vu.edu.au/16010/.
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High quality of working life is vital for maintaining an adequate workforce, and given the current global nursing workforce shortage, the quality of nurses’ working lives is of particular importance. The literature suggests that ensuring working conditions are attractive enough to retain nurses in the workforce is the most cost-effective and sustainable strategy for addressing the nursing shortage.
Drawing upon the Theory of Work Adjustment as a theoretical framework, this cross-sectional, mixed-method study sought to explore the opinions about quality of working life held by nurses working in public hospitals in Victoria. Differences in opinion about key aspects of working life between nurses who planned to continue a career in nursing and those who planned to make a career change were also sought. Data were collected using a Likert-style survey and semi-structured interviews and were analysed by means of the SPSS computer program and qualitative content analysis.
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Murfett, Amanda. "Time out for respite and recovery : a qualitative study of influences on general practitioners’ adaptation to general practice." Thesis, 2011. https://vuir.vu.edu.au/22355/.
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Previous research has highlighted general practitioners (GPs) maladaptive coping
efforts, but little is known about GPs who appear to adapt positively to their inherently
demanding work. This study aimed to address this knowledge gap by identifying factors
that optimise GPs adaptation to working in general practice. A qualitative methodology
underpinned by a constructionist epistemological stance was used. Twenty-six semistructured
individual interviews with suburban and rural GPs in the State of Victoria aged
between 24 and 77 years were conducted. GPs identified work demands consistent with
previous research: time pressure, long hours of work, heavy workload, and pace of work;
work interfering with non-work/family, threat of malpractice litigation, and bureaucratic
interference. However, the degree of concern and coping responses was varied; some GPs
appraised the work demands as a threat while others considered them an opportunity. GPs
adopted a range of adaptive behaviours to manage and resolve work demands that were
influenced by six key elements. These were: (1) the degree of work centrality to GPs, (2)
the inclination of GPs towards integration or segmentation of work and non-work/family
domains, (3) situational factors in the general practice and non-work/family domains, (4)
ability to psychologically detach from GP role (5) choice of respite activity, and (6)
adequate recovery from work demands. An heuristic schema that brings together these six
elements and their implications for GP adaptation was presented. Understanding and self-knowledge
about work orientation, and preference for integrating and segmenting life
domains, point to the need for tailored respite strategies that facilitate psychological
detachment, recovery of resources, and successful adaptation to working in general
practice and life as a GP. This knowledge may also assist medical students to prepare for
meeting the challenges of their future medical careers.
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Mothobi, Victor Letswamotse. "The impact of multiculturalism at work on job satisfaction and organisational commitment in a tertiary institution / Victor Letswamotse Mothobi." Thesis, 2013. http://hdl.handle.net/10394/11852.
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This dissertation looks at the existence of multiculturalism within the North-West
University, Potchefstroom Campus after the merger. It also assesses the extent to
which there is organisational commitment and job satisfaction within this institution of
higher learning. Using frequencies and descriptive statistics, the article provides an
overview of the extent of the impact of multiculturalism on organisational
commitment and job satisfaction in the identified institution. Furthermore, the article
evaluates the extent of relationships between multiculturalism as an independent
variable and organisational commitment and job satisfaction as dependent variables.
Data collected from 250 respondents using the self-administered questionnaires was
analysed using SPSS. The results show that respondents’ self-assessment of their
productivity is affirmative. It also indicates that most respondents are satisfied with
their work and their responses to the intention to leave the organisation are in the
negative.
Contrary to the position of most researchers in previous literature, data collected in
this study shows that multiculturalism does not result in the sampled employees
intending to leave the organisation. It also indicates that the respondents do not
show any negative effect of multiculturalism. This positive impact may be attributed
to the fact that most respondents indicated their commitment to the institution and
satisfaction with their work. The results of this study should be interpreted in the
context of academia. In this regard, in a different environment, multiculturalism may
be found to result in different findings. Therefore, the findings cannot be generalised
to other sectors and industries. In addition, it is safe to generalise the findings only to
the Campus at which the study was conducted. Findings of this study show that
there is no relationship between multicultural norm and practices and organisational
commitment as well as job satisfaction. It nonetheless shows that most employees
are productive and satisfied and have no intention to leave the institution. The study recommends that the institution adopts a focused approach to nurturing
multiculturalism. In order to improve multiculturalism, it is recommended that the
institution creates awareness and trains employees about diversity. It is also
recommended that the North-West University enhances job satisfaction through
team building activities.MBA, North-West University, Potchefstroom Campus, 2014