Objective To investigate occupational stress and job satisfaction among surgeons, and assess the impact of occupational stress on job satisfaction.
Methods By cluster sampling, 237 surgeons of 9 hospitals were enrolled in this study and the occupational stress conditions were evaluated by Occupational Stress Inventory. Statistical analysis included t test, analysis of variance, and analysis of covariance. The participants were divided into high score group and low score group according to the median scores of job satisfaction (49 scores), satisfaction with job itself (23 scores) and satisfaction with job organization (26 scores).
Results The surgeons of different age groups showed statistical differences in scores of job satisfaction, satisfaction with job itself, and satisfaction with job organization (P < 0.05). The 40-50 year-old group scored lower than other age groups for all the 3 categories. The surgeons of different work age group showed statistical difference in scores of satisfaction with job itself (P < 0.05). The 11-20 years work age group scored lower than the other work age groups. The job satisfaction scores were negatively associated with job conflict, task control, and job hazards, and positively with supervisor support, coworker support, social support, decision control, and opportunities for promotion. The results of covariance analysis revealed significant differences in coping strategies, job conflict, job hazards, and job prospects between the groups of high-and low-score of job satisfaction (P < 0.05). The results of regression analysis showed that seniority, support strategies, job hazards, role ambiguity, job conflict, and patience were introduced to the job satisfaction regression equation.
Conclusion Age, seniority, and occupational stress-related factors have significant impacts on surgeon's job satisfaction. The surgeons' job satisfaction is also associated with job conflict, job hazards, supervisor support, coworker support, social support, and promotion opportunity. Seniority, support strategies, job hazards, role ambiguity, job conflict, and patience are the prominent impact factors.
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