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)     

Job satisfaction of correctional psychologists: Implications for recruitment and retention.

Do correctional psychologists report levels of job satisfaction consistent with that of psychologists working in other professional areas? Although the number of professionals choosing to work in correctional environments is increasing, relatively little has been written about their job-related experiences. This article explored issues pertaining to career satisfaction among 800 correctional psychologists. Overall, these professionals described a moderate level of job satisfaction. Job dimensions such as safety. job security, and relationships with clients were ranked as most satisfying, whereas opportunities for advancement and professional atmosphere were ranked as least satisfying. Psychologists working in federal prisons or less crowded facilities were comparatively more satisfied. Implications for recruiting and retaining psychologists are highlighted. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An Opinion on Expressing Opinions to Influence Social Policy.

First, I would like to commend C. Hosticka, M. Hibbard, and N. Sundberg ("Improving psychologists' contributions to the policymaking process," in Professional Psychology: Research & Practice. Vol 14(3), June, 1983, pp. 374-385) on their presentation of the role of the psychologist as scientist to the policy-making process. They treated the subject in a thorough and professional manner. I do, however, have a minor clarification that I believe is important to consider when psychologists attempt to contribute to the formation of public policy. This clarification has to do with the tertiary nature of the professional psychologist--that is, the psychologist as scientist, as practitioner, and as human being. Hosticka et al. do an admirable job of delineating the many problems that confront the psychologist who attempts to influence public policy as a scientist/researcher. However, they neglect to mention the role of the psychologist as a practitioner/clinician or as a human being/citizen. Granted, these roles are probably less complex and perhaps require less attention. Nonetheless, they do warrant at least a cursory review. As scientists, psychologists conduct research in order to accumulate scientific evidence that can be given to policymakers in an effort to influence policy decisions. As practitioners, psychologists have taken a clinical pledge to help others through their potential emotional reactions to public policy. Finally, as human beings, psychologists are free to express opinions and spew out personal beliefs with respect to public policy. However, one note of caution is recommended, that is, we ought not confuse the three roles. (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)     

The effects of health care reforms on job satisfaction and voluntary turnover among hospital-based nurses

OBJECTIVES: Among the consequences of downsizing and cost containment in hospitals are major changes in the work life of nurses. As hospitals become smaller, patient acuity rises, and the job of nursing becomes more technical and difficult. This article examines the effects of changes in the hospital environment on nurses' job satisfaction and voluntary turnover between 1993 and 1994. METHODS: Data were collected in a longitudinal survey of 736 hospital nurses in one hospital to examine correlates of change in aspects of job satisfaction and predictors of leaving among nurses who terminated in that period. RESULTS: Unadjusted results showed decline in most aspects of satisfaction as measured by Hinshaw and Atwood's and Price and Mueller's scales. Multivariate analysis indicated that the most important determinants of low satisfaction were poor instrumental communication within the organization and too great a workload. Intent to leave was predicted by the perception of little promotional opportunity, high routinization, low decision latitude, and poor communication. Predictors of turnover were fewer years on the job, expressed intent to leave, and not enough time to do the job well. CONCLUSIONS: The authors conclude that although many aspects of job satisfaction are diminished, some factors predicting low satisfaction and turnover may be amenable to change by hospital administrators.     

Classifications and salaries of psychologists in state mental hospital systems.

Afour-and-a-half page table summarizes job classifications and salaries of psychologists in the state mental hospital systems of 42 states. The data were acquired by means of a 3-page questionnaire directed to the various mental hospital authorities. "Although functions within state systems vary, indications are that the psychologist continues to find his role in this facet of public service administratively defined as one in which psychodiagnostic skills are primary." Noteworthy, however, "was the extent to which active involvement of the psychologist was also anticipated in the treatment process, research, and teaching of other institutional personnel." 2 states "specified that candidates for their top level positions must possess an ABEPP diploma, and two more expressed the desirability for such… . Twenty-five… states evidenced some enhancement of salary in the form of maintenance or residential perquisites." Major headings in the table refer to: state, job title, educational requirement, professional experience, annual salary, and residential perquisites. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Where women win: Supervisors of school psychologists prefer female job candidates.

152 supervisors of school psychologists participated in a study of the effects of sex, race, and physical attractiveness on judgments of likelihood that several different hypothetical job candidates with master's degrees would be invited for an interview or nominated for a job as a school psychologist. Sex and race were between-Ss factors so as not to cue Ss that these factors were of interest in the study. Ss given female job applications rated them significantly higher than those given male job applications. This was true for both the decision to interview and the decision to hire. Ss also preferred more attractive over less attractive candidates, though this effect interacted with the race of the applicant. Race by itself did not affect Ss' judgments. Findings suggest that school psychology is a sex-typed occupational role. (26 ref) (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)     

Impact of a CareMap and case management on patient satisfaction and staff satisfaction, collaboration, and autonomy

The purpose of this research was to evaluate the effect of a CareMap and nursing case management on patient satisfaction and staff job satisfaction, collaboration, and autonomy. The patients who had a CareMap and a nurse case manager were more satisfied with their care. The multidisciplinary staff who worked on the experimental unit had increased job satisfaction and nurses who applied and were selected for case management positions had higher levels of collaboration and increased autonomy. Multidisciplinary team members who developed the CareMap also had higher levels of collaboration than other multidisciplinary staff on the experimental unit and their job satisfaction with quality of care increased under this new care delivery system.     

The psychologist as change agent.

Given the press of contemporary social problems, psychologists are confronted with opportunities to become agents for social change. The academic, research-oriented training of psychologists does not equip him with the relevant values, knowledge, or skills to become an effective change agent and predisposes: him to reject the role as unscientific or unprofessional. This is true for the clinical, educational, and industrial psychologist as well as for the experimental and comparative psychologist. Professionals are being trained in management schools and departments of applied behavioral science who possess the requisite values, interdisciplinary knowledge, and consultative skills to be effective change agents in large organizations. Their general strategy is to transmit their knowledge and skills to non-professionals in the organization who share their values. Psychologists have typically viewed this activity by non-psychologists as a threat and their response has been characterized more by a defence of the discipline than by a concern for solving problems. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Clinical supervision in Canadian academic and service settings: The importance of education, training, and workplace support for supervisor development.

A national sample of Canadian psychologists who provide clinical supervision in academic or service settings (n?=?156) was surveyed regarding their background preparation for clinical supervision, satisfaction with current supervisory load, and workplace support for supervisory activities and development. With respect to supervisor training and development, the authors found that (1) almost two-thirds of the Ss received no formal training in supervision, (2) most initially felt inadequately prepared to supervise trainees, (3) subsequent self-study of supervision was perceived as helpful, and (4) self-study was associated with administrative encouragement for professional development. Exploration of supervisory load and workplace support showed that (1) a large majority of Ss were satisfied with their load, (2) satisfaction did not differ across academic and service settings, and (3) supervisors in service settings were more satisfied with opportunities for peer support around supervision. Ss called for more training in supervision and increased amounts of time on the job to devote to supervision. The need for increased training in supervision at all levels, continuing professional education, and workplace enhancements to facilitate supervision are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived effects of therapist self-disclosure of attraction to clients.

Psychotherapists (60 female, 60 male), 80% of whom were psychologists, responded to one of two 8.5-min segments of a simulated therapy session in which the client disclosed sexual attraction toward the psychologist. The therapist either was noncommittal about his or her own feelings or disclosed that attraction to the client while also indicating they would not act on their mutual feelings. The depicted therapist-client configuration was either male-female or female-male. The self-disclosing condition was rated as less therapeutic for the client, and the psychologist offering it was rated as less expert. Women therapists were perceived as more expert, regardless of condition. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A study of human behavior: The clinical psychologist.

The psychologist "has derived some benefit by the mixture of being a doctor but not being identified with the mentally ill person." By reviewing personal and cultural forces the attempt was made to establish the variety of emphases current in clinical psychology. "Nearly every adjustment pattern observed among clinicians has occurred as a result of training and experience in some university, school or clinic. As yet, no completely satisfying or dominant component of needs has been discovered for the training and role of the clinical psychologist… . But it is a backward step to discard special curricular requirements for clinical psychologists." A prime requirement for a profession is "a disciplined and recognizable training program." The public that supports us will demand "a real and inexorable service contribution that we have implicitly promised… . We evolved on the impetus of service need." A number of current conflicts of the clinical psychologist are indicated. "The only way professional psychologists can hold to a responsible place is by partial separation from the academic, basic science psychologists." Leaders in clinical psychology should "be more than 80% in real clinical work with ill patients." (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)     

Counseling center hiring preferences.

In Study 1, 130 counseling center directors rated a counseling vita significantly higher in terms of agency fit and a clinical vita significantly higher in terms of the likelihood of being licensed. In Study 2, the American Psychological Association Monitor position advertisements for the years 1978 to 1984 were classified as clinical, counseling, or either. A high percentage of advertisements sought either a clinical or counseling psychologist, with counseling psychologists being more frequently sought than clinical psychologists when the advertisement was directed at a single discipline category. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)