In Canada, the nursing shortage and high turnover rate of nurses are expected to worsen over the next ten years, making the recruitment and retention of nurses a priority for health care. Previous research has indicated that job satisfaction influences the recruitment and retention of nurses. Most of the research on job satisfaction, thus far, has focused on nurses practicing in urban, acute-care settings. There has been little research on job satisfaction of nurses practicing in rural and remote settings in Canada, and even less on nurses practicing in advanced nursing practice (ANP) roles, specifically nurse practitioner (NP) roles. <p>A secondary analysis of data from the national survey The Nature of Nursing Practice in Rural and Remote Canada was conducted with a group of 327 RNs practicing in NP roles and 1,151 RNs practicing in non-NP roles. The objectives of the present study were to describe similarities and differences between RNs in NP versus non-NP practice roles in rural and remote settings in Canada in relation to: (1) demographic profile, (2) job satisfaction, and (3) community satisfaction. The final objective of the study was to explore what the most important work-related attributes for RNs whose practice roles were categorized as NP. <p>A modified version of Stamps (1997) Index of Work Satisfaction (IWS) was used to measure job satisfaction and the Community Satisfaction Scale (Henderson-Betkus & MacLeod, 2003) was used to operationalize community satisfaction. The study found that the reported overall level of job satisfaction was higher for RNs practicing in NP roles versus non-NP roles. Further findings suggested that the reported level of intrinsic job satisfaction factors was higher for RNs practicing in NP roles versus non-NP roles. The themes that were identified during the content analysis of NPs responses to the open-ended survey question related to the most important work-related attributes included: the nature of advanced nursing practice in rural and remote areas, work life, personal and professional development, practice philosophy, and the community. The findings of the present study provide useful information for health care administrators and policy makers on factors associated with job satisfaction of nurses practicing in NP and non-NP roles in rural and remote settings in Canada.

Tidigare forskning har visat att mindfulness kan höja livskvaliteten inom en rad områden som till exempel välbefinnande, inre motivation och prestation. Dock saknas studier om dess inverkan på arbetslivet. Syftet med den här uppsatsen var att undersöka vilken roll mindfulness eventuellt kan spela för människan i arbetslivet, särskilt för arbetstillfredsställelse och arbetsmotivation.  Respondenter var 103 yrkesverksamma individer i olika åldrar och från olika yrkesgrupper, varav 78 kvinnor. En kvantitativ enkätstudie gjordes där respondenterna självskattade 81 påståenden bestående av de tre etablerade mätinstrumenten Five Facet Mindfulness Questionairre (FFMQ), Work Extrinsic and Intrinsic Motivation Scale (WEIMS) och An Index of Job Satisfaction. Resultatet visade att mindfulness hade en liten betydelse för arbetsstillfredställelse och inre arbetsmotivation. Därav slutsatsen att mindfulness inverkan på arbetslivet förmodligen inte är lika stor som förväntat, men det bör göras fler studier av olika karaktär innan mindfulness kan borträknas som ett verktyg för arbetslivet, förslagsvis longitudinella experimentstudier innehållande mindfulnessträning.

The purpose of this study is to find the relationship among personality, job satisfaction, and turnover intention of part-time employees in coffee chains, and verifying the mediating effects of job satisfaction on the relationship between personality and turnover intention. It tested hypotheses through questionnaire. By the convenience sampling method, 131 returned questionnaires in total were regarded as valid (80.86% response rate). The findings have been summarized as the following: 1. Employees whose personality was more agreeable, more extraverted or less conscientious tended to have more turnover intention. 2. Employees with higher satisfaction at pay, promotions and supervision were prone to have lower turnover intention. 3. Employees with agreeableness personality had higher satisfaction at the work itself, coworkers and supervision. Employees with extraversion personality had lower satisfaction at promotions, coworkers and supervision. Employees with conscientiousness personality had higher satisfaction at pay and coworkers. 4. The satisfaction at supervision has partly mediating effects between agreeableness and turnover intention. The satisfaction at pay has partly mediating effects between conscientiousness and turnover intention. And the satisfaction at pay and supervision does act as a mediator between extraversion and turnover intention.

In recent years the rapid domestic and foreign environmental change puts a little more pressure on workers of each industry. Moreover, the industry relocation leads to the increase of the unemployment rate. People suffering from depression dramatically increase when facing pressure and uncertainty. Parker (1983) pointed out that high job stress of employee cause uncomfortable feeling and lower satisfaction. Job stress which is a common phenomenon in the general enterprise organization influences not only the employee¡¦s commitment, satisfaction, and the physiological problems but also the organizational productivity. Job stress cause huge negative effect impact on the employee, organization, and society (Tseng, Li-chuan¡A2008). From the prospect of the organizational theory, under the influence of environmental change, environmental change will change the structure, policy of enterprise, or behaviors, and attitudes of people to improve the organization performance. Therefore, it is worthy to explore the correlations between the job stress and job satisfaction generated by the environmental change. This research was conducted based on the individual samples taken from media news workers. In addition to the relevant literature reviews, we designed questionnaire according to the assessment tool. Data were collected to conduct statistical analysis. We aim to explore the relationship among environmental change and job stress, and job satisfaction. This research structure contains three parts. The environmental change is independent variable, job stress is intervening variable, and job satisfaction is dependent variable. The structural relationship is that environmental change influence job stress while job stress and job satisfaction vary from personal attributes to personal attributes. We expect to understand the characteristics of news workers¡¦ job stress and job satisfaction generated by the environmental change according to the finding of this research and to offer as the reference for further studies and decision makers. Our findings include: positive perception of job stress of media news workers show significant effect on job satisfaction, working environment satisfaction, administrative leadership satisfaction, and the entire job satisfaction. It indicated that perception of job satisfaction of employee showed negative correlations with working environment satisfaction, job satisfaction, administrative leadership satisfaction, and the entire job satisfaction; we found difference between the extent of perception of environmental change and job satisfaction but no significant difference between it and job stress.

Abstract High-tech manufacturing industries face shorter product life cycle increasingly. Application of new technology is also changable. Organizations need to have the characteristics of flexibility and quick response. With the international competition environment, organizational change will become normal in business management practices. Organizational change management becomes a very important issue of the overall business operation. The excellent technicians of high-tech industry are the key indicators of competitive advantage. How to play and enhance the efficient technical staffs, and create other related performance issues will be discussed. Therefore, the study aims to review literature, survey, collect and analyze relevant information on the view of human capital development. This study has explored the relationships of organizational change, job satisfaction, and job performance of the technical staffs in the changes environment. In addition, the study also explored the perceived organizational support of the technical staffs as a moderator between the organizational change perception and job satisfaction. For the purposes of the study, the questionnaire survey was conducted for the employees of the C electronic company technicians, where the job performance questionnaires were designed for pairs of supervisor and technician. A total of 61 supervisor questionnaires and 287 staff questionnaires were returned. The results of this study are as follows: 1. Technicians¡¦ organizational change perception is positively and significantly affected their job satisfaction. 2. Technicians¡¦ job satisfaction on their job performance is not significant. According to the previous studies, there is an unstable relationship each other. 3.Technicians¡¦ perceived organizational support does not have significant moderating effect between organizational change perception and job satisfaction.

Taiwan Island is surrender by ocean; the ninety percent of raw material for economic development depends on sea transportation. Thus, it is important to keep sea line of communication for using without any obstruction. As known, the most serious threat to sea line of communication of Taiwan is from submarine of PRC. However, the KNOX class frigate is the warship which is designed for ASW especially by USN. She is still the major ASW ship for Taiwan navy so far. For this reason, the officers working on the KNOX is the main objective to this case study for relationship between the job satisfaction and turnover intention. Consequently, the recommendation according to the study conclusion was provided. The method was used in this study were theory review, questionnaires, and statistics analysis which covered t-test, one-way ANOVA, Pearson product-moment correlation, and regression analysis. Accordingly, the study results are follows, A. The job satisfaction of officers was moderate and they were also precious to the current job without significant turnover tendency. B. For the demographic aspect, unexpectedly, female officers had higher job satisfaction than male ones. Unmarried officers had higher job satisfaction than married ones. The age between 26 and 30 years old officers had lower job satisfaction than others. C. The most significant influence of key factors on job satisfaction were career expectation, job perspective, fair reorganization, motivated strategy, and military culture. D. The negative relation was resulted from the job satisfaction and turnover intention of the KNOX officers.

Abstract In the era of globalization,trades and professions stress competitiveness; Government institution in Taiwan have also begun to emphasize on improving it. Self-efficacy results are often influenced by accountability and job satisfaction as well as the self-efficacy. This study conducted and survey on Government institution in Taiwan to investigate relationship among those variables. This study proposes a concept of self-efficiency of government institution staff. accountability and job satisfaction are thevariables in this study. Subjects were sampled from National Immigration Agency in Taiwan. There were 300 sample government institution staff in total.Additionally, there were 300 questionnaires received and 250 are effective. Conclusion: General accountability and job satisfaction have different effect on self-efficacy.

The implementation of the National Health Insurance System in 1995 effected severe repercussions in the medical environment. Provisions defined under the new law saw to the incorporation of market prices of and volume of the medical service into management, creating a consequential stiff competition among medical institutes. Moreover, the increasing self-awareness of the public and widespread information through the Internet had put the medical institute staff under greater pressure, work anxiety, and fatigue. To some extent, the problem resulted in the resignations and permanent career changes of medical employees; these turnover tendencies resulted in a serious professional manpower shortage in the medical industry. Hence, the objective of this paper is to understand the impact of the job anxiety of medical institute staff on their satisfaction levels and turnover intention, and verify through the moderating effect of perceived organizational support whether job anxiety may affect the job satisfaction and turnover intention of the staff. This paper conducted a case study on the staff of a regional teaching hospital. Data were gathered through a questionnaire survey. A total of 851 questionnaires were distributed and 566 were recovered; valid questionnaires numbered 564. The empirical analysis revealed the following findings: 1.A significant difference was noted in the basic personal traits of the medical institute staff in the various research variables. 2.Job anxiety of the medical institute staff had a significant negative correlation with the job satisfaction. 3.Job anxiety of the medical institute staff had a significant positive correlation with the turnover intention. 4.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and job satisfaction. 5.No moderating effect was noted on the correlation between the perceived organizational support of medical institute staff and their job anxiety and turnover intention.

With the global liberalization of economic and trading development, the limitation of political and geographical enterprises across countries id getting less. A leader with cross-culture experience will lead his/her team member to achieve better performance. The Mainland carries out the policies of reforming and opening to the outside since 1970. Returned overseas Chinese also brings new management, technology, market, and concept knowledge for Mainland China from western countries. These returned overseas Chinese not only to be high level manager in China¡¦s company but also in Taiwan¡¦s, and this change becomes a huge impact to Taiwanese due to ¡§ Taiwanese always lead Chinese¡¨ in the past. Chinese high level managers should perform their leadership style with respect behavior break through cultural difference, to increase the degree of staffs¡¦ satisfaction in leadership and job. Thus, these managers may hit the company¡¦s goal with his/her team. The author found the five propositions as below after interviewing and analyzing interview data 1: To suggest Chinese high level managers performing their leadership style in participating and delegating when they work for international company; the leadership style will changed and effect by enterprise culture. 2: Chinese high level managers will gain more leadership satisfaction from their Taiwan subordinates when they overcome the interference of cultural difference. 3: Taiwan subordinates¡¦, who work for international company, main job satisfaction comes from the challenge of job and payroll two concepts. 4: Taiwan subordinates¡¦ job satisfaction will not affect by the frequency high level manager changed due to they recognize the company¡¦s cultural. 5: Taiwan subordinates will present happier behavior and with more passion in their job when Chinese high level manager present their leadership style in participating and delegating.

A Study On The Relationship Among Teachers' Professional Identity¡BSelf-Efficacy And Job Satisfaction In Junior High Schoo In Kaohsiung City Abstract This research is mainly study on the present relationship among teachers' professional identity, self-efficacy and job satisfaction in Junior High School in Kaohsiung City. This study try to investigate how the different backgrounds as variebles will affect the relationship that this research focus on junior high school teachers, and find out the differences those variebles will cause . Also, the research aims to make an analysis about using Junior High School teachers' professional identity and self-efficacy to predict their job satisfaction . The research use questionnaire survey. We use Teachers' Professional Identity, Self-efficacy and Job Satisfaction Questionnaire in Junior High School in Kaohsiung City as our research tool. Subjects were sampled from 78 Junior High Schools in Kaohsiung city and 5846 teachers by using random sampling. The collected date were analyzed by using statistical computer software SPSS version 17.0. The main findings are as following: 1. The whole performace of teachers' professional identity in Junior High School in Kaohsiung city was middle-high level. Among the sectional scores,the dimension of " the job invlovement " was the highest. 2. The whole performace of teachers' self-efficacy in Junior High School in Kaohsiung City was middle-high level. Among the sectional scores, the dimension of "normal educational efficacy " was the highest. 3.The whole performace of teachers' job satisfaction in Junior High School in Kaohsiung city was pretty well. Among the sectional scores, the dimension of "salary and welfare" was the highest. 4. There were positive relationship among teachers' professional identity, self-efficacy and job satisfaction in Junior High School in Kaohsiung City. 5. Teachers' professional identity could predict the job satisfaction. In front of all factors, the value of concept could predict most. There are some researcher¡¦s suggestions as to provide a reference for educational institutes, teacher-training organizations, administrative units of school and teachers in junior high schools and the further research plans.