Job satisfaction among school psychologists: A meta-analysis.

Meta-analytic techniques were used to analyze data from a collection of school psychologist job satisfaction studies that were conducted between 1982 and 1999. Eight studies, all of which used the Modified Minnesota Satisfaction Questionnaire (m-MSQ) to measure job satisfaction among school psychologists, were included in the analysis. Two national studies and six state studies totaling 2,116 participants were analyzed. Results indicated that nearly 85% of school psychologists were satisfied or very satisfied with their jobs. School psychologists were most satisfied with their relationships with coworkers, the opportunity to stay busy on the job, the opportunity to work independently, and the opportunity to be of service to others. School psychologists were least satisfied with compensation, school policies and practices, and advancement. Findings were generally consistent between state and national studies, and between 1980s and 1990s studies. Results offered some evidence that overall job satisfaction may be related to state school psychology organization membership and to the opportunity to expand and influence the role of the school psychologist. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Status, job satisfaction, and factors of job satisfaction of state institution and clinic psychologists.

"In this report we will compare psychologists with other mental hygiene professionals—psychologists in state schools and hospitals with psychologists in clinics." Ss were 80 psychiatrists, 80 psychologists, 80 social workers, 80 teachers, 80 nurses (40 of each group in state institutions and 40 in nonstate institutions) and, in addition, 59 upper middle class and 51 lower middle class Ss. There is "limited support for the hypothesis which states that status and job satisfaction are related." The hypothesis that "the status of state institution psychologists is lower than that of clinic psychologists, is generally substantiated." The hypothesis that "there are differences in the job satisfaction of the two groups of psychologists finds some support." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correctional psychologist burnout, job satisfaction, and life satisfaction.

Corrections is a stressful environment, but do correctional psychologists experience greater levels of occupational burnout and life stress than other public sector and nonpublic sector psychologists? Data collected from 203 doctoral level psychologists including correctional (CR; n = 44), Veteran's Affairs (VA; n = 56), public psychiatric hospital (PPH; n = 54), and university counseling centers (CC; n = 49) indicated that CR psychologists do experience significantly more occupational burnout relative to VA and CC psychologists. Furthermore, CR and PPH psychologists reported significantly less job satisfaction than CC psychologists. Although psychologists working in PPH settings reported significantly lower levels of life satisfaction than VA and CC psychologists this was not the case for CR psychologists. Professional identity related to occupational setting emerged as a significant predictor of occupational burnout. Implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role satisfaction of psychologists in state hospitals.

"All midwestern, state employed, institutional psychologists listed in the 1960 APA Directory (N = 131) were requested to return an anonymous questionnaire. Seventy-one persons responded from the nine states included." As years of state employment increase the actual satisfaction and abstract expectation levels both rise. Master's level psychologists "tend to respond with a somewhat greater job satisfaction than do PhD staff members… . Psychologists who reported working in institutions with a frankly organic orientation express a lesser percentage of satisfaction on the PA [Professional Activities] scale than do psychologists reporting a psychologic orientation." State employed clinical psychologists "as a group are reasonably well satisfied spending almost 80% of their time in gratifying activities." From Psyc Abstracts 36:01:3AL23M. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction and turnover in a female clerical population.

Job-satisfaction questionnaires were administered to a sample of 350 female clerical workers. After a lapse of 5 mo. 31 girls had quit, 26 of whom had completed the questionnaire. These 26 girls reported significantly less satisfaction with their jobs than the 319 girls who remained on the job. An explanation of this finding in terms of the difficulty of finding a new job, economic pressures to remain on present job, and condition of the labor market is offered. The relationship between satisfaction and turnover is not regarded as general. The data from the subsequent 7-mo study indicate that job-satisfaction scores continue to exhibit a significant relationship to turnover over a 12-mo period. Even after a 12-mo period the terminators had reported lower job satisfaction at the time of the assessment than those who were still with the company. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction, job performance, and situational characteristics.

How are job satisfaction and performance related to the variables of the situation? S were approximately 2500 workers in 72 warehouses of 1 company. Job satisfaction was measured by questionnaire items. Factor analysis was used to relate the variables of quantity, quality, profitability, turnover, size of workforce, city size, wage rate and unionization and percentage of males. Job satisfaction was highest with the greatest productivity and profit. Small town culture had the most satisfaction and performance. From Psyc Abstracts 36:01:3LH65K. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A note on Thorndike's preference blank for psychologists.

The 50 items comprising the 5 Thorndike clusters were rated by 2 experienced job analysts in terms of the Methods Groups and Worker Functions factors. It was discovered that the ratings grouped themselves into functional areas. "It is suggested that the judgment of trained job analysts working within a conceptual framework of the world of work… can arrive at such decisions of classification and clustering without the involved and prolonged statistical treatment used by Thorndike. Moreover, it provides a device for generating and presenting this type of item in a meaningful manner." Four stages in the application of the "functional technique" are indicated. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction study of two small unorganized plants.

"The purpose of this study was to test the validity of the tear ballot on the premise that the higher the job satisfaction scores, the lower will be the job-related interpersonal communicative contacts between labor and management members. The number of job-problem sessions for a period of one year was thus utilized as the validation criterion based upon the hypothesis that the job-satisfied and happy worker has less job-related interview sessions than does the job-dissatisfied or unhappy worker; i.e., the frequence of such sessions should be inversely related with job satisfaction. Combining the data from both plants, [N's were 22 and 14] a Pearsonian coefficient of correlation of—.76 was found between job satisfaction scores and the number of job-related interview sessions." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job characteristics as satisfiers and dissatisfiers.

It is often assumed that job satisfaction and dissatisfaction are opposites, and that one is the mere negation of the other. This assumption of convertible bipolarity is examined by administration of 2 questionnaires to 80 Ss in which the importance to satisfaction and the importance to dissatisfaction of various job characteristics are compared. Correlational and variance analyses both indicate that satisfaction and dissatisfaction are, for the most part, unrelated and not complementary functions, rather than negatively related poles of a single bipolar continuum. Results of studies and theories utilizing a single satisfaction-dissatisfaction continuum are thus questionable. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Workload and the trajectory of marital satisfaction in newlyweds: Job satisfaction, gender, and parental status as moderators.

Stress, on average, is bad for relationships. Yet stress at work is not always associated with negative relationship outcomes. The premise of the current study was that associations between workload and trajectories of marital satisfaction depend on circumstances that may constrain or facilitate partners' ability to negotiate their multiple roles. We hypothesized that the covariance between changes in workload and marital satisfaction over time should be moderated by (a) the extent to which spouses like their work, (b) their parental status, and (c) their gender. Analyses drawing upon eight waves of data on workload, work satisfaction, and marital satisfaction from 169 newlywed couples assessed over four years confirmed these predictions. Specifically, across couples, demands at work covaried positively with marital satisfaction for spouses who were more satisfied with their jobs. For nonparent couples, increases in husbands' workload covaried with increases in marital satisfaction for both spouses. For parent couples, however, increases in husbands' workload covaried with declines in marital satisfaction for both spouses. Unexpectedly, for parent couples, increases in wives' workload corresponded with increased marital satisfaction. Finally, consistent with predictions, wives were more affected by their husbands' workload than vice versa. Thus, tension between work and marriage is not inevitable, instead depending on circumstances that facilitate or impair performance in multiple roles. Couples, employers, and practitioners should recognize the role that external circumstances play in determining how work and marital life interact. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Promoting emotional competence in children and adolescents: Implications for school psychologists.

This article articulates the central role school psychologists can play in enhancing the emotional competence of students. An overview of the theoretical basis of emotional competence is provided, as well as an exploration of the relevance of emotional competence for positive youth development. Emerging applications for the assessment of emotional competence are presented. In addition, school-based methods of enhancing emotional competence are offered. The article concludes with suggestions for future research on the development of child and adolescent emotional competence in the context of school-related behavior. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Job satisfaction and emotional distress among nurses providing palliative care: Empirical evidence for an integrative occupational stress-model.

This study tested an integrative occupational stress-model with a sample of 209 palliative-care nurses who responded to a survey. Using two hierarchical regression models, including the Job Demand-Control-Support model, the Effort-Reward Imbalance model, and specific palliative care stressors and resources, results showed that best predictors of job satisfaction were job demand, effort, reward, and people-oriented culture, whereas best predictors of emotional distress were reward, professional and emotional demands, and self-efficacy. Finally, using structural equation modeling, a two-factor occupational stress-model was developed, distinguishing job demands and job resources. Results emphasize the importance of using comprehensive and situation-specific models to study stress in specific worker populations, studying positive outcomes in stress research, and increasing job resources at work to prevent stress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reexamining the Job Satisfaction-Performance Relationship: The Complexity of Attitudes.

The present article argues that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general). Specifically, past research has failed to examine the affective-cognitive consistency (ACC) of job attitudes and the implications this has for the strength of the attitude and its relationship with behavior (e.g., job performance). Results from Study 1 suggest ACC is a significant moderator of the job satisfaction-job performance relationship, with those employees higher in ACC showing a significantly larger correlation between job satisfaction and performance than those lower in ACC. Study 2 replicated these findings. Implications for the study of job attitudes, limitations of the current studies, and multiple avenues for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Standards of ethical behavior for psychologists: Report of the committee on ethical standards of psychologists.

Most dissatisfaction with the present code involves its "cumbersome length" and the codifying of professional courtesies rather than the "hard core of ethical issues." 7 criteria adopted by the committee in its efforts at revision of the code are specified. "Containing only 18 major principles, the proposed revision retains the essence of the original code tentatively adopted in 1953." The proposed revision is presented with a preamble. Principles are titled as follows: General, Competence, Moral and Legal Standards, Misrepresentation, Public Statements, Confidentiality, Client Welfare, Client Relationship, Impersonal Services, Advertising, Interprofessional Relationship, Remuneration, Technique Security, Test Interpretation, Test Publication, Harmful After-effects, Publication Credit, Organizational Material. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A perspective on the nation's antitrust policies: Implications for psychologists.

In response to significant change in the health care market, federal antitrust agencies recently examined their past policies and future directions for antitrust law enforcement in the health care industry. This article reviews how the federal antitrust laws have been used to both aid and restrict the practice of psychology, psychologists' dealings with managed care, and the limits of antitrust law enforcement efforts. Finally, we argue that narrowly crafted antitrust reform would provide practicing psychologists and other health professionals with some degree of countervailing bargaining power in their negotiations with managed care. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Relationship Between Employee Job Change and Job Satisfaction: The Honeymoon-Hangover Effect.

Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systematically with the temporal turnover process. Specifically, the authors hypothesized that low satisfaction would precede a voluntary job change, with an increase in job satisfaction immediately following a job change (the honeymoon effect), followed by a decline in job satisfaction (the hangover effect). Though this pattern is suggested in the literature, no prior research has integrated and tested this complete temporal model within individuals. Findings based on a sample of managers supported the proposed honeymoon-hangover effect. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work-family spillover and life satisfaction among professional psychologists.

How do the professional lives of psychologists influence their personal and family lives? Data from 485 psychologists who responded to a survey on professional and family life were analyzed to examine work-to-family spillover, life satisfaction, and family support. Respondents reported a significantly higher incidence of positive spillover, termed family enhancers, than negative spillover, termed family stressors. The low incidence of family stressors suggested that stresses associated with the professional work of psychology do not routinely spill over into professionals' family lives. Both positive and negative spillover, however, played significant roles in mediating the relationship between work and family domains. On the positive side, a sense of personal accomplishment at work was associated with increased family enhancers, which appeared to lead to greater family support and life satisfaction. On the negative side, emotional exhaustion at work was associated with more family stressors, which appeared to lead to less family support and life satisfaction. The implications of these findings for training and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Hurricane Katrina: Experiences of psychologists and implications for future disaster response.

The landfall of Hurricane Katrina marked not only one of the most significant and destructive natural disasters for the United States in recent history, but also a new benchmark in challenges faced by psychologists providing services. The authors explain their roles following the hurricane, describing not only local activities for recovery but efforts conducted in the Gulf Coast as well. Experiences and perceptions of the first author, who was deployed to the Gulf Coast on numerous occasions, are highlighted. In addition, psychological assessments were carried out with a small number of displaced Katrina survivors who were relocated to the authors' local community. The authors document many of the challenges faced by psychologists and other mental health workers during relief efforts in the Gulf Coast, concluding with a set of recommendations for future disaster-relief initiatives regarding such issues as ways in which psychologists can participate in disaster-relief efforts, challenges faced when implementing interventions, cultural competency, community preparedness, and scientific research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction and job survival.

Using a job satisfaction questionnaire constructed on previous samples, mail questionnaires were sent to 2,710 insurance agents, of whom 990 made a return. From these, matched samples of 99 survivors and 99 terminated agents were compared. The results "indicated that certain attitudes held by agents are significantly related to the criterion of survival-termination. It was also found that the proportion of agents expressing dissatisfaction with a particular item was not related to whether or not that item was predictive of the criterion. The data show that the validation of signed job satisfaction questionnaires leads to a much different kind of interpretation of the responses than is obtained from anonymous questionnaires." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of community characteristics on measures of job satisfaction.

Data concerning various aspects of female clerical workers' job satisfaction and group productivity were gathered from the employees of 300 catalog order establishments. Measures were also obtained of the prosperity, unemployment, slums, productive farming, and decrepitude of the communities in which the catalog order establishments were located. Analysis of these data indicated: (1) average satisfaction scores and group productivity were unrelated in general, (2) satisfaction scores were negatively related to community prosperity, and (3) pay satisfaction scores tended to be more negatively related to community prosperity than did other aspects of job satisfaction. An explanation of these findings in terms of frames of reference and alternatives available to the workers is offered. (17 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)