Carvajal Manuel J, Popovici Ioana
Department of Sociobehavioral and Administrative Pharmacy, College of Pharmacy, Nova Southeastern University. Fort Lauderdale, FL (United States)
Department of Sociobehavioral and Administrative Pharmacy, College of Pharmacy, Nova Southeastern University. Fort Lauderdale, FL (United States).
Pharm Pract (Granada). 2018 Oct-Dec;16(4):1396. doi: 10.18549/PharmPract.2018.04.1396. Epub 2018 Nov 28.
A comprehensive literature review was conducted on the concept of job satisfaction in the pharmacist workforce field and the facets it comprises, as well as its measurement, aiming to (i) review the nature, mechanisms, and importance of job satisfaction in the context of the pharmacist workforce, (ii) survey some of the most salient facets that configure job satisfaction, and (iii) discuss validity and measurement issues pertaining to it. Although female pharmacists generally hold less appealing jobs, earn lower wages and salaries, and are promoted less frequently than their male counterparts, they report higher levels of job satisfaction. Age has a U-shape effect on job satisfaction, with middle-age pharmacists less satisfied than both younger and older practitioners. Workload, stress, advancement opportunities, job security, autonomy, fairness in the workplace, supervisors, coworkers, flexibility, and job atmosphere are facets contributing to pharmacists' job satisfaction. Finally, discrepancy exists among researchers in measuring job satisfaction as a single global indicator or as a composite measure derived from indices of satisfaction with key aspects of a job. Understanding the mechanisms that affect pharmacists' job satisfaction is important to employers in their pursuit to respond to practitioners' needs, decrease turnover, and increase productivity. As pharmacists' response to work-related conditions and experiences depends on gender and age, a unique set of rewards and incentives may not be universally effective. Additional research into the dynamics of the forces shaping pharmacists' perceptions, opinions, and attitudes is needed in order to design and implement policies that allocate human resources more efficiently within the various pharmacy settings.
我们对药剂师劳动力领域的工作满意度概念及其构成要素、测量方法进行了全面的文献综述，旨在：（i）审视药剂师劳动力背景下工作满意度的性质、机制和重要性；（ii）调查构成工作满意度的一些最显著因素；（iii）讨论与之相关的效度和测量问题。尽管女性药剂师通常从事吸引力较低的工作，收入较低，晋升频率也低于男性同行，但她们报告的工作满意度水平更高。年龄对工作满意度有U型影响，中年药剂师的满意度低于年轻和年长的从业者。工作量、压力、晋升机会、工作保障、自主权、工作场所的公平性、上级、同事、灵活性和工作氛围是影响药剂师工作满意度的因素。最后，研究人员在将工作满意度作为单一整体指标或作为从对工作关键方面的满意度指数得出的综合指标进行测量时存在差异。了解影响药剂师工作满意度的机制对雇主来说很重要，因为雇主需要满足从业者的需求、减少人员流动并提高生产率。由于药剂师对与工作相关的条件和经历的反应取决于性别和年龄，一套独特的奖励和激励措施可能并非普遍有效。为了在各种药房环境中更有效地分配人力资源而设计和实施相关政策，需要对塑造药剂师认知、观点和态度的力量动态进行更多研究。
