Sample
The research sample consists of 116 doctors working in the public sector. The participants come from all over the Greek territory, although the majority of them come from the two major urban centers of the country, Athens and Thessaloniki. Of these, 63 are men and 53 are women. More specifically, 74 are residents and 42 are specialist doctors.
The frequencies for the age group to which the sample belongs are as follows: The mean age of the sample is 37.35 and the standard deviation is 10.39. (SD=10.39). Most of the sample (60 people) are married or cohabiting (51.7%), several (52 people) are single (44.8%) and a few (4) are divorced (2.6%) or widowed /s (0.9%). Of these, 60.3% of the sample has children and the remaining 39.7% of the sample do not have children. Children's mean is 1.83 with a standard deviation of 0.64 (SD=0.64).
Regarding the representativeness of the sample, it seems to be satisfactory since it includes various specialties, both residents and specialist doctors, doctors from the entire territory and doctors from different public hospitals. Table 1 shows in detail the medical specialties that make up the sample.
Table 1. Sample’s distribution by specialty
Α/Α
|
Medical Specialty
|
Frequency
|
Percentage
|
1
|
Anesthesiologists
|
14
|
12,07
|
2
|
Pathologists
|
13
|
11,20
|
3
|
Pediatricians
|
8
|
6,90
|
4
|
Pneumonologists
|
7
|
6,03
|
5
|
Otolaryngologists
|
6
|
5,17
|
6
|
Hematologists
|
6
|
5,17
|
7
|
General Practitioners
|
6
|
5,17
|
8
|
Psychiatrists
|
6
|
5,17
|
9
|
Gastroenterologists
|
5
|
4,31
|
10
|
Radiologists
|
5
|
3,45
|
11
|
Orthopedics
|
4
|
3,45
|
12
|
General Surgeons
|
4
|
2,59
|
13
|
Pathologists- Oncologists
|
3
|
3,45
|
14
|
Neurologists
|
3
|
2,59
|
15
|
Ophthalmologists
|
3
|
2,59
|
16
|
Rheumatologists
|
3
|
2,59
|
17
|
Nephrologists
|
3
|
2,59
|
18
|
Histopathologists
|
2
|
1,72
|
19
|
Gynecologists
|
2
|
1,72
|
20
|
Cardiologists
|
2
|
1,72
|
21
|
Endocrinologists
|
2
|
1,72
|
22
|
No specialty
|
2
|
1,72
|
23
|
Cytologists
|
2
|
1,72
|
24
|
Dermatologists
|
1
|
1,72
|
25
|
Geneticists
|
1
|
0,86
|
26
|
Allergists
|
1
|
0,86
|
27
|
Plastic Surgeons
|
1
|
0,86
|
28
|
Occupational and Environmental Physicians
|
1
|
0,86
|
Total
|
116
|
100
|
Regarding the level of education, 46.6% have a university degree, 30.2% hold a Master's Degree, 9.5% a Ph.D. and 13.7% are professors. Regarding their previous experience, 49.1% have been working for 2-5 years since the beginning of their residency, 17.2% have been working for more than 20 years, 14.7% have been working for just 1 year, 11.2% have 11-20 years of experience and 7.8% have 6-10 years of work experience.
Regarding the working hours, 84.5% reported working more than 40 hours per week, 13.8% 40 hours, and 1.7% more than 50 hours. Moreover, 49 physicians stated that they perform more than 6 shifts, 42 physicians reported 4 to 6 shifts per month, while 25 physicians reported 1 to 3 shifts per month.
Finally, other data were collected related to smoking. 87% reported not smoking and 13% reported smoking. Of the 15 participants who reported smoking, 8 smoked 1 to 15 cigarettes per day, 4 reported 20 cigarettes, and 3 reported smoking 25 to 30 cigarettes per day. The average number of cigarettes in smokers is 17.45 with a standard deviation of 8.65 (SD= 8.65). In summary, the results regarding the demographic characteristics of the sample are listed in Table 2.
Table 2. Demographic data of the sample
Characteristics
|
Frequency
|
Percentage
|
Sex
|
Men
|
63
|
54,30
|
Women
|
53
|
45,70
|
Total
|
116
|
|
Age
|
Mean:37,35
|
|
Marital status
|
Married/ Cohabiting
|
60
|
51,70
|
Singles
|
52
|
44,80
|
Divorced/Widowed
|
4
|
3,50
|
Total
|
116
|
|
Residents
|
42
|
63,80
|
Specialists
|
74
|
36,20
|
Total
|
116
|
|
Years of work
|
0-1 years
|
17
|
14,70
|
2-5 years
|
57
|
49,10
|
6-10 years
|
9
|
7,80
|
11-20 years
|
13
|
11,20
|
Over 20 years
|
20
|
17,20
|
Total
|
116
|
|
Level of education
|
University degree
|
54
|
46,60
|
Master's Degree
|
35
|
30,20
|
Ph.D
|
11
|
9,50
|
Deputy and Assistant Professors
|
16
|
13,70
|
Total
|
116
|
|
Working Hours (weekly)
|
40 hours
|
16
|
13,80
|
Over 40 hours
|
98
|
84,50
|
Over 50 hours
|
2
|
1,70
|
Total
|
116
|
|
Shifts per month
|
1-3 shifts
|
25
|
21,60
|
4-6 shifts
|
42
|
36,20
|
Over 6 shifts
|
49
|
42,20
|
Total
|
116
|
|
Smoking
|
YES
|
100
|
13
|
NO
|
16
|
87
|
Total
|
116
|
|
Descriptive Statistics and reliability check of Scaled
The first statistical tests performed were internal validity reliability tests (Cronbach's a) of the survey questionnaires. Internal validity reliability checks for all questionnaires yielded very high reliability leading to values greater than the internal consistency limit of 0.700, indicating a relatively high internal consistency. In Table 3 below, the dimensions (subscales) of the examined variables are listed in detail, the corresponding descriptive indices as well as the Cronbach's Alpha internal consistency indices.
Table 3. Average scores, standard deviations and Cronbach's a indices of the survey variables
Factors
|
Dimensions
|
Frequency
|
Mean
|
SD
|
Cronbach's Alpha
|
Work engagement
|
|
114
|
4,08
|
0,87
|
0,91
|
|
Vigor
|
116
|
3,77
|
0,94
|
|
|
Dedication
|
114
|
4,56
|
1,12
|
|
|
Αbsorption
|
116
|
4,00
|
0,89
|
|
|
Well-being
|
|
|
|
|
0,79
|
|
Positive feelings
|
115
|
6,75
|
1,31
|
|
|
Enagement
|
115
|
6,76
|
1,26
|
|
|
Positive Relationships
|
115
|
7,53
|
1,48
|
|
|
Meaning
|
116
|
7,46
|
1,17
|
|
|
Accomplishment
|
115
|
6,88
|
1,86
|
|
|
Overall Well-being
|
113
|
7,09
|
1,06
|
|
|
Negative Emotions
|
116
|
5,54
|
1,44
|
|
|
Health
|
115
|
7,06
|
1,34
|
|
|
Loneliness
|
116
|
4,38
|
2,70
|
|
|
Life satisfaction
|
116
|
7,16
|
1,86
|
|
|
Meaning in work
|
|
116
|
37,85
|
6,14
|
0,82
|
|
Positive Meaning
|
116
|
16,37
|
3,24
|
|
|
Meaning-Making through Work
|
116
|
11,39
|
2,47
|
|
|
Greater Good Motivations
|
116
|
10,07
|
1,55
|
|
|
Aspiration Index
|
|
|
|
|
0,95
|
|
|
Extrinsic Goals/ Importance
|
116
|
3,63
|
1,12
|
|
|
|
Extrinsic Goals / Likelihood
|
114
|
3,60
|
1,06
|
|
|
|
Extrinsic Goals / Achievement
|
113
|
3,22
|
97994
|
|
|
|
Intrinsic Goals / Importance
|
115
|
6,05
|
57470
|
|
|
|
Intrinsic Goals / Likelihood
|
115
|
5,51
|
69932
|
|
|
|
Intrinsic Goals / Achievement
|
115
|
4,91
|
83876
|
|
|
Results of influence of demographic data on variables
Table 4 lists the data concerning the correlations that were statistically significant between the demographic characteristics and the variables under study. First, it should be noted that there seems to be no statistically significant relationship between age, gender, job position, specialty, length of service, number of duties and work engagement, as well as the attribution of work meaning. The only demographic factor that appears to influence physicians' well-being is marital status. Thus, from the subscale of personal relationships it appears that there is a significant difference between the category of widows and the divorced, while from the subscale of negative emotions it appears that the divorced experience less negative emotions than the married and the unmarried.
Also, from the intrinsic goals subscale, it appears that female doctors move more towards the realization of intrinsic goals such as meaningful relationships, personal development and social contribution. It was also found that those doctors who have had children or they are specialists or they work at university have either already achieved their intrinsic goals or they are working towards them. In fact, it is worth noting that from the subscale of the attainment of intrinsic goals, it seems that married doctors, in relation to divorced doctors, are more oriented towards intrinsic goals. Conversely, from the extrinsic goal attainment subscale (wealth, self-image, fame), it appears that non-smokers and university degree and PhD holders are more oriented towards extrinsic goals.
Table 4. Differences based on demographic data
FACTORS
|
DEMOGRAPHIC DATA
|
FREQUENCY
|
ΜEAN
|
SD
|
PEARSON FACTOR
|
|
SEX
|
|
|
|
|
Intrinsic Goals / Importance
|
MEN
|
63
|
5,92
|
0,61
|
<0,05
|
|
WOMEN
|
51
|
6,22
|
0,47
|
|
|
CHILDREN
|
|
|
|
|
Intrinsic Goals / Likelihood
|
YES
|
46
|
5,06
|
0,78
|
<0,05
|
|
NO
|
69
|
4,81
|
0,86
|
|
|
YOU ARE A SPECIALIST OR RESIDENT:
|
|
|
|
|
Intrinsic Goals / Achievement
|
Resident
|
73
|
4,78
|
0,76
|
<0,05
|
|
Specialist
|
42
|
5,14
|
0,91
|
|
|
SMOKING
|
|
|
|
|
Intrinsic Goals / Achievement
|
YES
|
97
|
3,25
|
1,02
|
<0,05
|
|
NO
|
15
|
3,16
|
0,65
|
|
|
Maritus Status
|
|
|
|
|
WELL BEING-RELATIONSHIPS
|
Married
|
60
|
7,85
|
1,42
|
<0,05
|
|
Single
|
52
|
7,33
|
1,37
|
|
|
Widowed
|
1
|
5,00
|
.
|
|
|
Divorced
|
3
|
5,33
|
2,18
|
|
|
Total
|
116
|
7,53
|
1,48
|
|
WELL BEING-NEGATIVE EMOTIONS
|
Married
|
60
|
5,65
|
1,46
|
<0,05
|
|
Single
|
52
|
5,53
|
1,35
|
|
|
Widowed
|
1
|
6,33
|
.
|
|
|
Divorced
|
3
|
3,11
|
0,83
|
|
|
Total
|
116
|
5,54
|
1,44
|
|
Intrinsic Goals / Achievement
|
Married
|
60
|
5,10
|
0,85
|
<0,05
|
|
Single
|
51
|
4,76
|
0,74
|
|
|
Widowed
|
1
|
4,46
|
.
|
|
|
Divorced
|
3
|
3,80
|
1,10
|
|
|
Total
|
115
|
4,91
|
0,83
|
|
|
Level of education
|
|
|
|
|
Extrinsic Goals / Likelihood
|
University degree
|
54
|
3,41
|
0,98
|
<0,05
|
|
Master's Degree
|
33
|
3,94
|
1,14
|
|
|
Ph.D
|
11
|
4,09
|
1,09
|
|
|
Deputy and Assistant Professors
|
16
|
3,20
|
0,86
|
|
|
Total
|
114
|
3,60
|
1,06
|
|
Extrinsic Goals / Achievement
|
University degree
|
54
|
3,00
|
0,95
|
<0,05
|
|
Master's Degree
|
34
|
3,32
|
0,97
|
|
|
Ph.D
|
10
|
4,20
|
0,73
|
|
|
Deputy and Assistant Professors
|
15
|
3,17
|
,84
|
|
|
Total
|
113
|
3,22
|
,97
|
|
Extrinsic Goals/ Achievement
|
University degree
|
54
|
4,68
|
,83
|
<0,05
|
|
Master's Degree
|
34
|
4,94
|
0,80
|
|
|
Ph.D
|
11
|
5,34
|
0,90
|
|
|
Deputy and Assistant Professors
|
16
|
5,33
|
0,61
|
|
|
Total
|
115
|
4,91
|
0,83
|
|
|
|
|
|
|
|
|
Results of Statistical analyzes for the control of research hypotheses
1st Research Question
The first research question examined the degree of correlation between work engagement and personal well-being of doctors. The results are presented in Table 5.
Table 5. Correlation between work engagement and well-being
Factors of Well-Being
|
|
Work engagement
|
Positive Emotions
|
Pearson Correlation
|
0,48
|
Sig. (2-tailed)
|
0,00
|
Engagement
|
Pearson Correlation
|
0,46
|
Sig. (2-tailed)
|
0,00
|
Relationships
|
Pearson Correlation
|
0,20
|
Sig. (2-tailed)
|
0,03
|
Meaning
|
Pearson Correlation
|
0,58
|
Sig. (2-tailed)
|
0,00
|
Achievement
|
Pearson Correlation
|
0,57
|
Sig. (2-tailed)
|
0,00
|
Overall Well-being
|
Pearson Correlation
|
0,59
|
Sig. (2-tailed)
|
0,00
|
Negative Emotions
|
Pearson Correlation
|
-0,24
|
Sig. (2-tailed)
|
,008
|
Health
|
Pearson Correlation
|
0,10
|
Sig. (2-tailed)
|
0,26
|
Loneliness
|
Pearson Correlation
|
0,12
|
Sig. (2-tailed)
|
0,18
|
Life Satisfaction
|
Pearson Correlation
|
0,42
|
Sig. (2-tailed)
|
0,00
|
These results positively answer the first research question, as a strong and statistically significant relationship is established between work involvement and dimensions of well-being. So, it seems that work engagement affects personal well-being.
2nd Research Question
The second research question investigated the relationship between experiencing meaning at work and the subjective well-being of physicians. Below are the results.
Table 6. Correlation between meaning at work and well-being
|
Meaningful Work
|
Factors of well-being
|
Positive Meaning
|
Meaning-Making through Work
|
Greater Good Motivations
|
Overall Meaningful Work score
|
Positive Emotions
|
Pearson Correlation
|
0,45
|
0,38
|
0,17
|
0,43
|
Sig. (2-tailed)
|
<,001
|
<,001
|
0,06
|
<,001
|
Engagement
|
Pearson Correlation
|
0,42
|
0,39
|
0,26
|
0,44
|
Sig. (2-tailed)
|
<,001
|
<,001
|
,005
|
<,001
|
Relationship
|
Pearson Correlation
|
0,24
|
0,26
|
0,01
|
0,24
|
Sig. (2-tailed)
|
0,008
|
0,004
|
0,88
|
0,009
|
Meaning
|
Pearson Correlation
|
0,60
|
0,58
|
0,18
|
0,59
|
Sig. (2-tailed)
|
<,001
|
<,001
|
,053
|
<,001
|
|
|
|
|
|
|
Achievement
|
Pearson Correlation
|
0,54
|
0,47
|
0,10
|
0,50
|
Sig. (2-tailed)
|
<,001
|
<,001
|
,244
|
<,001
|
Overall Well-being
|
Pearson Correlation
|
0,58
|
0,55
|
0,20
|
0,58
|
Sig. (2-tailed)
|
<,001
|
<,001
|
,029
|
<,001
|
Negative Emotions
|
Pearson Correlation
|
-0,21
|
-0,09
|
-0,09
|
-0,17
|
Sig. (2-tailed)
|
0,02
|
0,29
|
0,30
|
0,06
|
Health
|
Pearson Correlation
|
0,04
|
,036
|
0,00
|
0,04
|
Sig. (2-tailed)
|
0,65
|
0,70
|
0,98
|
0,69
|
Loneliness
|
Pearson Correlation
|
0,00
|
0,16
|
0,04
|
0,07
|
Sig. (2-tailed)
|
0,99
|
0,084
|
0,68
|
0,42
|
Life Satisfaction
|
Pearson Correlation
|
0,39
|
0,36
|
0,13
|
0,39
|
Sig. (2-tailed)
|
<,001
|
<,001
|
0,163
|
<,001
|
These findings partially verify the second research hypothesis, as the dimensions of work meaning performance are not correlated with all factors of well-being. The same is true of the overall work meaning score. Specifically, it appears that the subscale of positive personal meaning presents a statistically significant correlation (p<0.001) with positive emotions, commitment, meaning, achievements, general well-being index and life satisfaction, while with the dimensions of positive relationships, negative emotions, physical health and loneliness do not. The same is the case with the second subscale of Finding Meaning in Life through Work. In contrast, the third subscale of positive contribution to the common good is not correlated with any of the well-being subscales.
3rd Research Question
To examine the third research question, a possible positive correlation between work engagement and physicians' future goals was investigated. The results are presented in Table 7.
Table 7. Correlation between work engagement and extrinsic- intrinsic aspiration
Factors of extrinsic- intrinsic aspiration
|
|
Work engagement
|
Extrinsic Goals/ Importance
|
Pearson Correlation
|
0,19
|
Sig. (2-tailed)
|
0,04
|
Extrinsic Goals/ Likelihood
|
Pearson Correlation
|
0,36
|
Sig. (2-tailed)
|
0,00
|
Extrinsic Goals/ Achievement
|
Pearson Correlation
|
0,35
|
Sig. (2-tailed)
|
0,00
|
Intrinsic Goals / Importance
|
Pearson Correlation
|
0,29
|
Sig. (2-tailed)
|
0,00
|
Intrinsic Goals / Likelihood
|
Pearson Correlation
|
0,46
|
Sig. (2-tailed)
|
0,00
|
Intrinsic Goals / Achievement
|
Pearson Correlation
|
0,39
|
Sig. (2-tailed)
|
0,00
|
These findings positively answer the third research question, according to which both extrinsic and intrinsic future goals are positively related to work engagement.
4th Research Question
To test the last research question of the research, the degree of correlation between experiencing meaning at work and future goal setting was studied. The results are summarized in Table 8.
Table 8.Correlation between meaningful work and extrinsic- intrinsic aspiration
|
Meaningful Work
|
Factors of
extrinsic- intrinsic aspiration
|
Positive Meaning
|
Meaning-Making through Work
|
Greater Good Motivations
|
Overall Meaningful Work score
|
Extrinsic Goals/ Importance
|
Pearson Correlation
|
0,11
|
0,008
|
-0,006
|
0,06
|
Sig. (2-tailed)
|
0,23
|
0,92
|
0,94
|
0,51
|
Extrinsic Goals/ Likelihood
|
Pearson Correlation
|
0,26
|
0,19
|
0,09
|
0,24
|
Sig. (2-tailed)
|
,005
|
,042
|
0,29
|
0,01
|
Extrinsic Goals/ Achievement
|
Pearson Correlation
|
0,20
|
0,19
|
-0,001
|
0,18
|
Sig. (2-tailed)
|
0,03
|
0,04
|
0,99
|
0,05
|
Intrinsic Goals / Importance
|
Pearson Correlation
|
0,24
|
0,23
|
0,07
|
0,24
|
Sig. (2-tailed)
|
0,007
|
0,01
|
0,43
|
0,008
|
Intrinsic Goals / Likelihood
|
Pearson Correlation
|
0,48
|
0,50
|
0,17
|
0,50
|
Sig. (2-tailed)
|
<,001
|
<,001
|
0,06
|
<,001
|
Intrinsic Goals / Achievement
|
Pearson Correlation
|
0,40
|
0,50
|
0,19
|
<,001
|
Sig. (2-tailed)
|
<,001
|
<,001
|
0,041
|
115
|
It is found that overall there is no statistically significant correlation between the future goals of doctors and the experience of meaning in their work. Specifically, a strong and statistically significant correlation is observed only between the dimensions of personal positive meaning and finding meaning in life through work with the dimensions of possibility and achievement of intrinsic future goals.
Finally, although it does not belong to the research questions, it is worth noting that a positive correlation was found between the meaning of work and work engagement. Thus, it appears that the more physicians attribute meaning to their work, the more engaged they are to it and utilized in their work role.
Table 9. Correlation between work engagement and meaningful work
|
Work engagement
|
Vigor
|
Dedication
|
Absorption
|
Overall Meaningful
Work score
|
Pearson Correlation
|
0,70
|
0,63
|
0,73
|
0,50
|
Sig. (2-tailed)
|
<,001
|
<,001
|
<,001
|
<,001
|
N
|
114
|
116
|
114
|
116
|