Differences in innovation-related characteristics between singleskilled and multiskilled health practitioner educational programs.

A survey of educational programs preparing single- and multiskilled health practitioners was conducted to determine the predictive power of organizational formalization and centralization and individual program director cosmopolitanism (ie, orientation to their larger profession as opposed to local environment) upon readiness to innovate for the educational units. Questionnaires were sent to 45 directors of programs preparing multiskilled health practitioners and 49 directors of programs preparing singleskilled health practitioners. Results indicated no significant differences between program directors of single- and multiskilled programs in their perceptions of the readiness to innovate for their educational units. Regression analysis indicated that a decentralized organization was a predictor of an educational unit's readiness to innovate. This finding held for both single- and multiskilled programs. Although cosmopolitanism was not a significant predictor of readiness to innovate, program directors at four-year institutions had a significantly higher level of that characteristic than directors at two-year institutions. The results of this study, although limited by individual and not multiple responses from each institution, do not indicate any differences in the ability of organizational formalization and centralization to predict the innovative characteristics of single- and multiskilled allied health programs. Additionally, the cosmopolitanism of program directors also does not predict these same characteristics.

Factors related to job satisfaction of radiographers.

The purpose of this study was to examine the relationship between radiographers' satisfaction with supervision, people on the job, pay, promotion opportunities, work performed on the job and overall job satisfaction. One hundred sixty-one full-time hospital-employed radiographers were surveyed about their job satisfaction. Results indicate that work on the job, pay and supervision were significant predictors of radiographers' overall job satisfaction. Strategies are suggested for enhancing staff job satisfaction levels for each significant dimension.

The relationship of job-related variables and job satisfaction for singleskilled and multiskilled radiographers.

This study examined the relationship of job-related variables (pay, promotion, work) and overall job satisfaction for single- and multiskilled health workers. Data were collected from a stratified random sample of 212 practitioners in the radiologic sciences from 5 northwestern states. Regression analysis revealed a highly positive relationship between work performed and overall job satisfaction for both groups, although the work variable contributed more to multiskilled practitioners' overall satisfaction. Significant, albeit weak, correlations were found in regard to promotional opportunities for multiskilled staff and satisfaction with pay for singleskilled workers.

Correlates to radiology managers' job satisfaction.

The satisfaction derived from one's job has implications for both employee and organization. This study examined the effect of five facets of the job on the overall job satisfaction of radiology department managers. Results indicated that work (tasks) performed and supervision received significantly contributed to managers' perception of their overall job satisfaction. The implications of these findings are discussed as they relate to the employee and organization.

Factors affecting the job satisfaction of respiratory therapists who work in adult general and critical care: a multivariate study.

UNLABELLED: The development of an expanded understanding of employees' reaction to their job may be important for improvement in the quality of work life and of services rendered. We sought to determine the factors, or rewards, that significantly affect respiratory therapists' job satisfaction. METHOD: Questionnaires designed to elicit responses related to job satisfaction and demographic information were mailed to a random sample of registered respiratory therapists in 9 southeastern states. The Job Descriptive Index (JDI) was used to measure facets of and total job satisfaction. The independent variables used were: Satisfaction with Work on the Job, Supervision, Promotion Opportunities, Pay, and People on the Job. RESULTS: Satisfaction with Work on the Job (p = 0.0001, F = 39.1) and with Supervision (p = 0.005, F = 8.48) were the only variables that significantly affected the job satisfaction scores of respiratory therapists. CONCLUSION: Because satisfaction with work on the job and supervision seem to be rewards therapists consider important, managers need to evaluate those factors in their own organization in relation to their possible impact upon staff members.

Organizational type and hospital size: do they impact staff job satisfaction?

Employee job satisfaction is an aspect of the working environment that is often overlooked. The literature suggests that people who are satisfied with their work may have a variety of positive influences upon an organization. The purpose of the study described in this article was to examine the relationship between organizational type (hospital, outpatient clinics and physicians' offices), hospital size and staff technologists' job satisfaction. A random sample of technologists from four southeastern states was used. The study results indicate that staff technologists in hospitals were significantly less satisfied with their jobs than those working in outpatient clinics and physicians' offices. There were no significant differences in the satisfaction of technologists working at hospitals of different sizes.