Senior healthcare leaders: Exploring the relationship between the rates of job satisfaction and person-job value congruence

ABSTRACT

Previous research has investigated the relationship between job satisfaction and value congruence, but not the relationship between job satisfaction and person-job (P-J) value congruence. The main purpose of this study was to investigate the relationship between P-J value congruence and job satisfaction of senior healthcare leaders in acute care hospitals. The researchers employed a quantitative non-experimental cross-sectional approach. Study participants were directors or executives in acute care hospitals (n = 109) employed for at least six months across the United States. Job satisfaction was assessed by the MSQ short form, and value congruence was assessed by the adapted Schwartz Best-Worst Scale Approach. On average participants were 87.05% P-J congruent, and 81.73% intrinsically and 68.54% extrinsically satisfied. A linear regression analysis indicated that there was not a significant relationship between job satisfaction and value congruence. Other important research findings included that females were significantly less extrinsically satisfied than males. Females also rated the job-related value item of achievement as significantly more important than males. Surprisingly, this study’s findings support employee engagement strategies that focus on extrinsic variables, not intrinsic variables of job satisfaction, especially for females, and highlight gender differences deriving from the job-related value item of achievement.

KEYWORDS:

• Healthcare leaders
• intrinsic job satisfaction
• extrinsic job satisfaction
• person-job value congruence
• acute care hospitals
• MSQ short-form
• Schwartz value based worst scale approach

Acknowledgements

I would like to acknowledge the support, guidance, dedication, and expertise of Dr. Mather, Dr. Sublett, and Dr. Davis. Their assistance was critical to the completion and summary of this research study. This data was presented July 16th, 2018 at Dr. Benjamin Ritter’s dissertation defense. IRB approval was received, protocol #18-03-753.

Data availability statement

The primary data that support the findings of this study are not publically available or by request from the corresponding author, BR, due to restrictions declared for approval of the research study.

Disclosure statement

No potential conflict of interest was reported by the author.

Additional information

Notes on contributors

Benjamin Ritter

Dr. Benjamin Ritter is a coach, consultant, mentor, and expert in the fields of personal and professional internal leadership development. He holds an EdD in Organizational Leadership from Pepperdine University, an MBA in entrepreneurial management and an MPH in health policy administration from the University of Illinois at Chicago.