Thesis--University of Florida. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 252-259).

Thesis (M. Soc. Sc.)--University of Hong Kong, 1982.

Introduction: Shortage of doctors and nurses is a global problem. How to retain them in the public sector is one of the most important issues that needs to tackle at the administrative level. There are numerous number of studies focusing on the factors that medical staff considered to be significant in enhancing their job satisfaction so as to make them stay in their existing job. However, there are relatively fewer studies on the intervention that are effective to increase the job satisfaction. In this project, literatures are reviewed on the effectiveness of different management measures in enhancing job satisfaction of the medical staff. Method: Literature search on the effect of different management measures on job satisfaction of medical staff. The review will also cover the combination of various measures in order to maximize their effects in enhancement of job satisfaction. Results: It is suggested that by improving the working environment, which includes unit re-organization, workload re-allocation and new technology adoption, is the most common and effective way to improve job satisfaction among medical staff. Indirectly, by allowing more autonomy and provision of training as well as learning opportunities to the staff can lead to an increase in self-esteem and respect from patients and colleagues. These will in turn improve job satisfaction. However, due to the use of different evaluation methodologies by different investigators, direct comparison of the management measurements is difficult. Conclusion: The management measures like improving the working environment, allowing more autonomy and providing trainings are found to be effective in enhancing job satisfaction of medical staff. Using standardized evaluation tools will allow a more valid comparison between different interventions. / published_or_final_version / Public Health / Master / Master of Public Health

Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references.

Thesis (M.P.A.)--University of Hong Kong, 1997. / Includes bibliographical references. Also available in print.

Thesis (M.Soc.Sc.)--University of Hong Kong, 1982. / Also available in print.

No description available.

Class of 2006 Abstract / Objectives: To determine whether staff, clinical, or integrated hospital pharmacists have greater job satisfaction and to determine if sex, age, number of years worked as a pharmacist, or academic degree result in changes in job satisfaction. Methods: A prospective quasi-experimental study was performed by distributing job satisfaction questionnaires to pharmacists working in inpatient locations at two hospitals. The surveys contained a pre-addressed, pre-postage paid envelope for the respondents to mail the completed questionnaires to the investigators. Results: Questionnaires were completed by 38 subjects (mean age = 38.36). Fourteen pharmacists who spent 0 to 40 percent of their time in clinical activities were categorized as staff pharmacists, 10 who spent 41 to 60 percent of their time in clinical activities were integrated, and 14 who spent greater than 61 percent of their time in clinical activities were clinical pharmacists. Overall each category of pharmacists reported mean satisfaction scores above 2.5, indicating that all are satisfied in their jobs. However, differences were seen in the amount of satisfaction. When it came to work environment and professional interaction, integrated pharmacists were more satisfied than staff pharmacists (p=0.026 and p=0.000, respectively). When it came to professional interaction and personal outlook, clinical pharmacists were more satisfied than staff pharmacist (p=0.001 for both). Conclusions: Job satisfaction is directly related to the number of clinical activities performed. Integrated and clinical pharmacists are both more satisfied than staff pharmacists.

This research examines the quality of work life in a selection of pharmaceutical companies in Egypt. It aims to test the relationships between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decisionmaking available to them, their perceptions of their level of job satisfaction, their perceptions of their level of affective, continuance, and normative commitment, and the ownership form of the company. It uses a sample of 1270 employees in three different ownership forms; public, private, and multinational pharmaceutical companies in Egypt. The total sample size is proportionately distributed (i. e. the actual 'sample size has been distributed between the three ownership forms based on the percentage of employees in each ownership form to the total size of the population) among' , the three, forms Of ownership (public companies 889, private companies = 165, and multinational companies = 216 employee). The number of employees surveyed in each company has also been proportionately distributed. The perceptions of the targeted employees are surveyed using a questionnaire that contains 81 items. The collected data are analysed using the Statistical Package for Social Sciences (SPSS) programme. The findings of the study indicate that there is a significant positive relationship between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decision-making available to them, and their perceptions of their level of job satisfaction. A significant positive and partial relationship is found between the employees' perceptions of their quality of work life and their perceptions of III their level of affective, continuance, and normative commitment, as it is expected, by the researcher, that the employees' perceptions of their quality of work life may positively affect their perceptions of their level of affective, continuance, and normative commitment through affecting their perceptions of their level of job satisfaction. A significant relationship is found between the employees' perceptions of their quality of work life and the ownership form of the company. The results also indicate that employees perceive their quality of work life to be greater or better in the multinational pharmaceutical companies than are the employees' perceptions of their quality of work life in both the private and public pharmaceutical companies in Egypt. Furthermore, the results indicate that the employees' perceptions of their quality of work life in the private phan-naceutical companies are better than the employees' perceptions of their quality of work life in the public phan-naceutical companies in Egypt. A set of quality of work life criteria that seems important to employees in the pharmaceutical companies in Egypt, and which might therefore be productively addressed by employers/organisations has been identified. In addition, some implications for HR practices in Egypt have been raised and discussed. Finally, a set of models that could clarify the interactive relationship between the variables that have been investigated in this research in the Egyptian context has been developed. It is suggested that the set of quality of work life criteria as well as the models might fon-n the basis for future researches of this type.

M.Com. (Industrial Psychology) / The main objective of the study was to investigate the moderating effect of psychological wellbeing on the relationship between personality and job satisfaction. A quantitative, cross-sectional research design was used. A survey was created using the shortened version of the Basic Traits Inventory, Ryff‟s Scale of Psychological Wellbeing and the shortened version of the Minnesota Satisfaction Questionnaire. The survey was distributed online and in hard copy to various organisations in South Africa (N=207). Results showed that the psychological wellbeing traits of self-acceptance, environmental mastery, and purpose in life moderate the relationship between neuroticism and job satisfaction; personal growth moderates the relationship between extraversion and job satisfaction; and the relationship between conscientiousness and job satisfaction is moderated by self-acceptance, environmental mastery, purpose in life, and personal growth. It was concluded that certain facets of psychological wellbeing serve to strengthen the positive effects and mitigate the negative effects of personality traits on job satisfaction. It is thus advised that management consider the impact of employees‟ psychological wellbeing on their level of satisfaction at work, and create a working environment that is conducive to the personal growth and development of employees.