The influence of organizational support and working conditions on the job satisfaction of healthcare workers in home care: Comparison of urban and rural environments.

Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

Health workers in rural and remote areas shoulder heavy responsibilities for rural residents. This systematic review aims to assess the effectiveness of continuing education programs for health workers in rural and remote areas. Eight electronic databases were searched on 28 November 2021. Randomized controlled trials (RCTs) and quasi-experimental studies evaluating the effectiveness of continuing education for health workers in rural and remote areas were included. The quality of the studies was assessed using the risk of bias tool provided by Effective Practice and Organization of Care. A meta-analysis was performed for eligible trials, and the other findings were presented as a narrative review because of inconsistent study types and outcomes. A total of 17 studies were included, four of which were RCTs. The results of the meta-analysis showed that compared to no intervention, continuing education programs significantly improved the knowledge awareness rate of participants (odds ratio=4.09, 95% confidence interval 2.51-6.67, p<0.05). Qualitative analysis showed that 12 studies reported on the level of knowledge of participants, with all showing positive changes. Eight studies measured the performance of health workers in rural and remote areas, with 87.50% (n=7) finding improved performance. Two studies reported on the impact of continuing education programs for health workers in rural and remote areas on patient health, with only one showing a positive change. One study from India measured the health of communities, which showed a positive change. The results of this study showed that continuing education programs are an effective way to address the lack of knowledge and skills among health workers in rural and remote areas. Few studies have examined the effectiveness of education programs for health workers in rural and remote areas in improving patient health outcomes. It is not yet known whether the delivery of continuing education programs to health workers in rural areas has a positive impact on patient and community health. Future attention should continue to be paid to the impact on these outcomes.

BackgroundIn response to Zambia’s critical human resources for health challenges, a number of strategies have been implemented to recruit and retain health workers in rural and remote areas. Prior to this study, the effectiveness of these strategies had not been investigated. The purpose of this study was to determine the impacts of the various health worker retention strategies on health workers in two rural districts of Zambia.MethodsUsing a modified outcome mapping approach, cross-sectional qualitative and quantitative data were collected from health workers and other stakeholders through focus group discussions and individual interview questionnaires and were supplemented by administrative data. Key themes emerging from qualitative data were identified from transcripts using thematic analysis. Quantitative data were analyzed descriptively as well as by regression modelling. In the latter, the degree to which variation in health workers’ self-reported job satisfaction, likelihood of leaving, and frequency of considering leaving, were modelled as functions of participation in each of several retention strategies while controlling for age, gender, profession, and district.ResultsNineteen health worker recruitment and retention strategies were identified and 45 health care workers interviewed in the two districts; participation in each strategy varied from 0% to 80% of study participants. Although a salary top-up for health workers in rural areas was identified as the most effective incentive, almost none of the recruitment and retention strategies were significant predictors of health workers’ job satisfaction, likelihood of leaving, or frequency of considering leaving, which were in large part explained by individual characteristics such as age, gender, and profession. These quantitative findings were consistent with the qualitative data, which indicated that existing strategies fail to address major problems identified by health workers in these districts, such as poor living and working conditions.ConclusionsAlthough somewhat limited by a small sample size and the cross-sectional nature of the primary data available, the results nonetheless show that the many health worker recruitment and retention strategies implemented in rural Zambia appear to have little or no impact on keeping health workers in rural areas, and highlight key issues for future recruitment and retention efforts.

Shortage of health workers is a worldwide problem but is particularly critical in sub-Saharan Africa. In Mali, the number of health workers is insufficient and their retention is low, particularly in rural and remote areas. Rural postings are unattractive to health workers. Very few studies have examined the factors contributing to the shortage and poor retention of health workers in Mali. The objective of this study is to identify and understand these factors with regards to skilled health workers in two rural health districts (Y&eacute;liman&eacute; and Bafoulab&eacute;) in the region of Kayes, Mali. This qualitative study is based on the conceptual framework of Lehman, Dieleman and Martineau. Data were collected through 46 in-depth interviews with health workers and decision-makers. A thematic content analysis was conducted with the support of QDA Miner software. The study identified factors contributing to the insufficient allocation and poor retention of rural health workers in these districts. They are individual-level factors (gender, family situation, age), unattractive living and working conditions, community recognition and participation, quality of leadership, an unfavourable recruitment/assignment process and insufficient financial incentives. It shows that female staff have specific constraints that prevent them from deploying to or staying in rural areas for long periods. In addition, the number of staff recruited at the national level is unpredictable and insufficient, while their recruitment and assignment process is perceived to be inequitable and not very transparent, disadvantaging rural health structures. Some strategies were identified to improve the availability and retention of health workers in these areas. They take into account certain social norms, notably gender roles, and include the improvement of living and working conditions, as well as the strengthening of health workforce management. This study's findings highlight the multifaceted nature of factors contributing to the availability and retention of health workers in rural and remote areas of sub-Saharan Africa and the challenges associated with them. This study identifies some strategies that can be combined to facilitate the retention and availability of health workers in these areas. Some strategies involve actors outside the health sector, requiring joint efforts for their implementation. This research provides decision-makers with evidence to support informed decision making with regards to the retention of health workers in rural areas.

Organizational support and workload are key factors that reflect the level of job satisfaction among nurses. A supportive work environment and well-managed workload can enhance nurses’ well-being in carrying out their duties. However, an imbalance between these two aspects may negatively affect job satisfaction. This study aims to identify and analyze the influence of organizational support and workload on nurses’ job satisfaction at Pamanukan Medical Center Hospital. A descriptive quantitative and verification approach was employed, with questionnaires used as the data collection instrument. The population in this study consisted of all nurses working at Pamanukan Medical Center Hospital, totaling 90 individuals. Data analysis techniques included descriptive statistical tabulation, multiple linear regression analysis, and determination coefficient analysis. The results of the study indicate that: (1) Organizational support at Pamanukan Medical Center Hospital is categorized as "Moderate"; (2) The nurses' workload is classified as "Heavy"; (3) Nurses' job satisfaction is rated as "Moderate"; and (4) Organizational support and workload, both jointly and individually, have a significant impact on job satisfaction. These two variables contribute 93.7% to job satisfaction, while the remaining 6.3% is influenced by other factors not examined in this study. In conclusion, organizational support and workload are essential components in enhancing nurses’ job satisfaction. Providing strong organizational support and managing workload effectively can significantly improve nurses’ job satisfaction at Pamanukan Medical Center Hospital.

Purpose. Disclosing the influence of organisational support on job satisfaction of employees working remotely. Methodology. Seeking to explore the influence of organisational support on job satisfaction of employees working remotely, a quantitative research was carried out based on the following theories: Theory of Work Adjustment, Theory of Work Role Transitions, Organisational Support Theory, and Telework Satisfaction Theory. In order to attain the research purpose, a questionnaire survey was selected as the source data collection method. The research sample was compiled applying a non-probability target sampling principle. Target population of the research involved employees working remotely in Lithuania. While exploring the influence of organisational support on job satisfaction of employees working remotely, analysis and synthesis methods were applied allowing for breaking down the phenomenon under consideration into separate components – organisational support forms and subdimensions of job satisfaction in the context of remote work. While examining the dependence between individual forms of organisational support (emotional, informational, instrumental support, and support for professional improvement), canonical correlation analysis was carried out. Findings. The research findings showed that a strong positive connection existed between the support provided by the organisation and job satisfaction of employees working remotely. Support oriented to the employees’ professional and personal improvement, with its key component being employee recognition, was of utmost importance. Feedback from the manager, respect, and peer appreciation had the greatest effect on employees’ job satisfaction. Furthermore, emotional support manifesting through friendly and supportive relationships between colleagues was also significant. Informational support was important for the fact that employees could always approach their colleagues when any questions concerning remote work arose. Moreover, instrumental support – technical support and maintenance of working equipment – had great influence on employee satisfaction, as it was particularly relevant when working remotely. Originality. The study established the influence of organizational support on the job satisfaction of employees working remotely. It was proven that different forms of organizational support – emotional, informational, instrumental, and professional development support – have varying effects not only on overall employee job satisfaction but also on its individual subdimensions. Practical value. The paper examines the influence of organisational support on the job satisfaction of employees working remotely, a finding of particular relevance within the context of today’s rapidly evolving work environment and the increasing prevalence of remote work arrangements. The results obtained may be applied to enhance work productivity, as well as to improve decision-making in human resource management under the conditions of remote work expansion.

Background: The scarcity of qualified health workers in rural areas is directly affecting delivery of health services and their quality. Diverse interventions have been instituted by central and state governments to attract health workers to rural areas and to enhance the retention of qualified workers. However the reasons for not willing to remain in rural and remote areas are still poorly understood. This study explores factors influencing health workers retention in rural and remote Odisha. Methods: We carried out the study in six districts of Odisha selected randomly from three geographic and administrative regions of the state. We used a mixed methods approach to study this question using both quantitative and qualitative data. A total of 226 semi-structured interviews were conducted with doctors, nurses, pharmacists, multipurpose health workers (MPHW) and laboratory technicians. A multi stage stratified random sampling was used for selecting study participants working at sub centers, primary health centers and community health centers. Results: We found that excepting few districts, the ratio of MPHW (F) to population is around 5000 in the state which is at par with the prescribed norms. The ratio of government allopathic doctor, laboratory technician and staff nurses to population are: 13000, 40000 and 15000, respectively. Majority of health staffs perceive “strong personal will to serve people”, “physical infrastructure”, “training opportunities”, “support by seniors”, “good schooling for their children” and “promotion avenues after certain years of rural service” is very important for continuing to work in rural and remote areas. Most of the participants were found to be satisfied with the support they received from their seniors and the local community, and respect and trust of their patients.The major dissatisfiers for working in rural areas included existing promotional avenues after rural service, physical infrastructure, and schooling facility for their children. Five primary reasons ranked in order of priority cited by the study participants for continuing at the same place were, namely, permanent government service, pension facility, social service, source of regular income and job satisfaction Discussion/Recommendations: Professional growth in the form of promotion and skill development, suitable physical infrastructure at workplace and schooling for their children along with additional monetary incentives were the key and inter-relating factors influencing the retention of health workforce in rural and remote areas. Hence a combination of interventions like monetary incentives with enhanced career opportunities for professional growth (training, higher studies and promotion), scholarships and preference of seats in reputed (residential) schools to the children of staff working in rural and remote areas and suitable physical infrastructure at workplace would be more effective than financial incentives alone. There is a need for clearly defined human resource policy for health personnel across all cadres with defined parameters for performance appraisal, transfer and promotion.

Background Like many other low- and middle-income countries, India faces challenges of recruiting and retaining health workers in rural areas. Efforts have been made to address this through contractual appointment of health workers in rural areas. While this has helped to temporarily bridge the gaps in human resources, the overall impact on the experience of rural services across cadres has yet to be understood. This study sought to identify motivations for, and the challenges of, rural recruitment and retention of nurses, doctors and specialists across types of contract in rural and remote areas in India's largely rural north-eastern states of Meghalaya and Nagaland. Methods A qualitative study was undertaken, in which 71 semi-structured interviews were carried out with doctors (n = 32), nurses (n = 28) and specialists (n = 11). In addition, unstructured key informant interviews (n = 11) were undertaken, along with observations at health facilities and review of state policies. Data were analysed using Ritchie and Spencer's framework method and the World Health Organization's 2010 framework of factors affecting decisions to relocate to, stay in or leave rural areas. Results It was found that rural background and community attachment were strongly associated with health workers' decision to join rural service, regardless of cadre or contract. However, this aspiration was challenged by health-systems factors of poor working and living conditions; low salary and incentives; and lack of professional growth and recognition. Contractual health workers faced unique challenges (lack of pay parity, job insecurity), as did those with permanent positions (irrational postings and political interference). Conclusion This study establishes that the crisis in recruiting and retaining health workers in rural areas will persist until and unless health systems address the core basic requirements of health workers in rural areas, which are related to health-sector policies. Concerted attention and long-term political commitment to overcome system-level barriers and governance may yield sustainable gains in rural recruitment and retention across cadres and contract types.

The current status of job satisfaction among Chinese medical social workers and the impact of organizational support and professional identity on job satisfaction among Chinese medical social workers were investigated in the context of the Healthy China Initiative. This article used quantitative research methods, and the data were drawn from the China Social Work Longitudinal Study (CSWLS). The article’s sample comprises 218 medical social workers who participated in a medical social work module survey and who are directly engaged in social service practices in hospitals in China. The results showed that the job satisfaction score of Chinese medical social workers was 3.58, which was considered good. Professional identity can significantly and positively predict and impact job satisfaction, and as a dimension of professional identity, professional enthusiasm has a significant impact on job satisfaction. Organizational cultural support significantly affects job satisfaction and organizational support mediates this relationship between professional identity and job satisfaction among medical social workers. Together, these findings suggest that organizational support and professional identity significantly impact the job satisfaction of medical social workers in China. Future studies should aim to promote professional enthusiasm and enhance organizational culture support to improve job satisfaction among medical social workers.

The purpose of this study is to find the influence of organizational support, professional responsibility, and job satisfaction toward teachers’ performance at TK RA ‘Aisyiyah in the academic year 2022/2023 in Jetis Sub-district of Ponorogo Regency. This study used a quantitative approach and was tested by regression analysis. Three independent variables included organizational support, professional responsibility, and job satisfaction. There was also a dependent variable, teachers’ performance. This study used a saturation sampling technique with 60 teachers in TK RA ‘Aisyiyah in Jetis Sub-district of Ponorogo Regency as the samples. The data toward those four variables were collected by questionnaire as the instrument. From the analyzed data, the researchers can conclude that: (1) there are positive and significant influences between the organizational support toward the teachers’ performance of TK RA ‘Aisyiyah in Jetis Sub-district of Ponorogo Regency in the amount of 8,4%, (2) there are positive and significant influences between the professional responsibility toward the teachers’ performance of TK RA ‘Aisyiyah in Jetis Sub-district of Ponorogo Regency in the amount of 32,1%, (3) there are positive and significant influences between the job satisfaction toward the teachers’ performance of TK RA ‘Aisyiyah in Jetis Sub-district of Ponorogo Regency in the amount of 11,9%, and (4) there are positive and simultaneously significant influences between organizational support, professional responsibility, and job satisfaction toward the teachers’ performance of TK RA ‘Aisyiyah in Jetis Sub-district of Ponorogo Regency in the amount of 32,5%.

PurposeThe purpose of this study is to investigate the influence of leadership behavior, organizational commitment, organizational support and subjective career success on organizational readiness for change in the healthcare organizations. The authors want to determine if nurses who had higher levels of organizational commitment, organizational support and subjective career success relationships were more open and prepared for change.Design/methodology/approachCross-sectional, descriptive-correlational survey design was conducted using self-reported questionnaires to collect data from registered nurses.FindingsThe subjective career success was the strongest predictors (β = 0.36, p < 0.001) followed by leadership behavior (β = –0.19, p = 0.03) and participants’ age (β = −0.13, p = 0.049).Research limitations/implicationsThis study highlights the influence of leadership behavior, organizational commitment, organizational support and subjective career success on the organizational readiness for change in healthcare organizations. Therefore, this study forms baseline data for future local and national studies. Moreover, it will strengthen the research findings if future research includes a qualitative approach that explores other healthcare professionals regarding readiness for organizational change.Practical implicationsThis study provides information to policymakers and healthcare leaders who seek to improve management and leadership skills and respond to organizational change efforts.Social implicationsIt is important to know the extent to which healthcare professionals, especially nurses, understand how the influence of organizational support and organizational commitment on organizational readiness for change, as well as why specific leadership behavior and subjective career success, is important in implementing the change.Originality/valueThis study examined the nurses’ readiness for change in hospitals. Organizational readiness for change could occur in situations where nurses can exert extra efforts at work because of leaders’ behaviors and the relationship between nurses and the institution.

The purpose of this study is to investigate how organizational support affects work motivation in PT. Berkat Sawit Utama Batang Hari Regency employees, using job satisfaction as an intervening variable. Using a quantitative approach, the sample consisted of 83 respondents who were selected through a simple random sampling technique from a population of 478 employees. Data collection was carried out using a Likert scale questionnaire. The analysis was carried out by Structural Equation Modeling (SEM) using SmartPLS 4 software. The study's findings demonstrate that organizational support significantly and favorably affects work motivation and job satisfaction. In addition, job satisfaction also has a significant effect on work motivation and mediates the relationship between organizational support and work motivation.

This research aims to: 1) determine the influence of leadership on organizational support, 2) determine the influence of job satisfaction on organizational support, 3) determine the influence of leadership on employee performance, 4) determine the influence of job satisfaction on employee performance, 5) determine the influence of organizational support on employee performance, 6) determine the influence of leadership on employee performance through organizational support, and 7) determine the influence of job satisfaction on employee performance through organizational support. The research was conducted at the West Jakarta Regional Office of the Directorate General of Taxes (DJP) with a research sample of 62 respondents. The sampling technique uses a proportional sampling technique. The data analysis method uses descriptive analysis and path analysis. The results of the research show that: 1) there is an influence of leadership on organizational support, 2) there is an influence of job satisfaction on organizational support, 3) there is an influence of leadership on employee performance, 4) there is an influence of job satisfaction on employee performance, 5) there is an influence of organizational support on employee performance, 6) there is no influence of leadership on employee performance through organizational support, and 7) there is no influence of leadership on employee performance through organizational support. The organizational support variable cannot mediate the leadership and job satisfaction variables on improving employee performance.

EVALUATION OF A TRAINING INTERVENTION FOR PERSONAL CARE ASSISTANTS AND THE EFFECT OF AGE AND EXTRINSIC JOB SATISFACTION: CHANGES IN CAREER COMMITMENT AND JOB SATISFACTION Jason Allan Rachel A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Health Related Sciences at Virginia Commonwealth University. Virginia Commonwealth University, 2011 Dissertation Directors: Iris A. Parham, Ph.D. & Constance L. Coogle, Ph.D. Home care is a vital component of the United States healthcare delivery system. The demand for home care has steadily increased over the past decade and it is projected that this increase will continue over the next several decades. Moreover, the utilization of Medicaid waiver home and community-based care services has expanded to provide an alternative to the more costly institutional placement. In order to meet this growing demand while maintaining the cost-savings, the system relies primarily on the minimally trained, healthcare paraprofessionals known as Personal Care Assistants (PCAs). The present study examined the career commitment and job satisfaction of PCAs who provide Medicaid waiver home and community-based care services and participated in a 40-hour training intervention. Specifically, the study evaluated differences in preand post-training levels of career commitment as measured by the Career Commitment Measure (CCM), in terms of overall career commitment and the three subscales: career identity, career planning, and career resilience; and job satisfaction as measured by the Minnesota Satisfaction Questionnaire (MSQ), in terms of overall job satisfaction and the two subscales: extrinsic job satisfaction and intrinsic job satisfaction, between age groups and groups based on extrinsic job satisfaction. Additionally, the study examined the interaction of age and extrinsic job satisfaction as a moderator on the influence of the training intervention to produce a change in career commitment and the three subscales of career commitment, career identity, career planning, and career resilience job satisfaction. The results of analyses were varied across groups and measures. Specifically, there were no statistically significant differences across age group in terms of changes in career commitment or job satisfaction as a consequence of the training; however, posthoc examinations revealed statistically significant within group changes. A decrease in the overall, intrinsic, and extrinsic job satisfaction score from preto post-training for the 40-49 age group was found. Likewise, the 50-59 age group showed a statistically significant decrease in the extrinsic job satisfaction scores from preto post-training. The PCA’s level of extrinsic job satisfaction did have a statistically significant differential effect on changes in overall career commitment and career planning scores as a consequence of the training. The exploration of the interaction of age and extrinsic job satisfaction to influence changes in career commitment as a consequence of the training found statistically significant main effects with respect to levels of extrinsic job satisfaction for overall career commitment, career identity, career planning, and career resilience. However, no main effects for age and no interaction effects were obtained. These study findings have important implications for future research, and the development of training curricula and evaluation. Results provide critical information about this largely overlooked group of healthcare paraprofessionals, which have practical application in more effectively improving job satisfaction through training initiatives, thereby increasing the recruitment and retention of the paraprofessional healthcare workforce.

This research aims to analyze the influence of organizational support and job satisfaction on organizational citizenship behavior using organizational commitment interventions. The sample for this research consisted of 40 respondents who were CV employees. Dear Cloudfoam. The data collection technique used is a survey method using a research instrument in the form of a questionnaire. The variables used in this research are organizational support, satisfaction, organizational commitment and organizational citizenship. and organizational citizenship behavior. The outcome of this research provide confirmation for the CV. Cloudfoam Baby is designed to further increase organizational support and job satisfaction for organizational citizenship behavior as well as organizational support for organizational commitment so that it can influence organizational citizenship behavior and organizational commitment.