Clear Job Description Research Articles

PENILAIAN KINERJA PEGAWAI DI PEMERINTAH KOTA YOGYAKARTA

This research aims to describe the performance appraisal of Yogyakarta government employees as well as enabling and inhibiting factors in the assessment of employee performance in Yogyakarta government. This qualitative descriptive research shows there are two performance appraisals in the government of Yogyakarta namely Employee Performance Assessment and Job Performance Assessment government employee. Employee Performance Assessment carried out 2 times a year, in June and December and the performance appraisal only once a year. Assessment methods used in employee performance assessment is a method 360 degrees. Constraints in the evaluation of employee performance assessment is at fault understanding of the guidelines for the implementation of performance appraisal, lack of clear job description in job analysis make it difficult for employees to put it in the assessment and the absence of stylists executive staffing in evaluation of employee performance and timing issues assessment by the employer because constrained by other activity.Key Words: Performance Appraisal, Assessment Indicators, Government Employees of Yogyakarta.

PENGARUH LOCUS OF CONTROL DAN ROLE AMBIGUITY TERHADAP EFEKTIVITAS KERJA ANGGOTA DIREKTORAT LALU LINTAS (DIRLANTAS) KEPOLISIAN DAERAH LAMPUNG

Objectives to be achieved in this paper is to investigate the influence of locus of control, and role ambiguity on the effectiveness of the members in Lampung Police Ditlantas. The approach used is a quantitative by using survey method, which involves total population of 179 people and sample 119 people, 14 of them were not present, so that only 105 people as samples. Data collection techniques using questionnaires. Data analysis techniques using a test instrument (validity and reliability), the classic assumption test and test hypotheses. Based on the findings of research and discussion, conclusions: (1) the influence of locus of control is a positive and significant on the effectiveness of members' work; (2) the effect of role ambiguity is significant to the effectiveness of members' work; and (3) the influence of locus of control and role of ambiguity is significant to the effectiveness of members' work. It is therefore recommended: (1) that the parties of organization or management making methods / guidelines are very clear for members, so members are not confused about what the organization wishes to members regarding their performance, (2) role ambiguity can be eliminated with the organizational structure along with a clear job description, giving a clear task information, so that members not only to fumble on the description of each task. Keywords: Locus of Control, Role Ambiguity, work effectiveness

Scholarly Communication as a Core Competency: Prevalence, Activities, and Concepts of Scholarly Communication Librarianship as Shown Through Job Advertisements

INTRODUCTION The dynamic nature of the scholarly communication landscape has produced a need for the creation of positions specifically focused on these issues. Yet, no clear title or job description for scholarly communication librarianship has emerged. The lack of standardization in this area is problematic for educators, professionals, and prospective professionals. METHODS Analyzing 13,869 job advertisements published between 2006 and 2014, this study attempts to examine the prevalence of scholarly communication terms and activities and the types of positions in which these terms and activities appear. RESULTS This study finds an increase in the use of the term “scholarly communication” in the title or text of job advertisements over the last nine years, with more than 7% of positions in the most recent year containing the term. CONCLUSIONS An analysis of the levels of engagement with scholarly communication demonstrates that jobs with substantial levels of engagement are increasing; whereas those requiring passive knowledge or awareness of scholarly communication issues are decreasing. Jobs with scholarly communication as a primary job responsibility are differentiated by a focus on repositories, open access, copyright, authors’ rights, and intellectual property differentiate core scholarly communication positions.

What is the role of a case manager in community aged care? A qualitative study in Australia.

This study aimed to explore the perceptions of case managers about their roles in providing community aged care in Australia. Purposeful sampling was used and 33 qualitative semi-structured interviews with 47 participants were conducted. Participants were drawn from a list of all case managers working in aged care organisations that provided publicly funded case-managed community aged care programmes in the State of Victoria, Australia. Participant selection criteria included age, gender, job titles, professional backgrounds, practice locations, organisational attributes and organisational size. Data collection was implemented between September 2012 and March 2013. Thematic analysis was performed. Participants believed that case managers performed diverse roles based on clients' needs. They also articulated 16 important roles of case managers, including advisors, advocates, carers, communicators, co-ordinators, educators, empowering clients, engaging clients and families, liaising with people, managing budgets, navigators, negotiators, networking with people, facilitators, problem solvers and supporters. However, they were concerned about brokers, mediators and counsellors in terms of the terminology or case managers' willingness to perform these roles. Moreover, they perceived that neither gatekeepers nor direct service provision was case managers' role. The findings of this study suggest that case managers working in community aged care sectors may be more effective if they practised the 16 roles aforementioned. With the value of helping rather than obstructing clients to access services, they may not act as gatekeepers. In addition, they may not provide services directly as opposed to their peers working in medical care settings. The findings will also assist organisations to design job descriptions specifying case managers' roles and associated job responsibilities. Clear job descriptions will further benefit the organisations in staff recruitment, orientation and ongoing development, as well as facilitate case managers to set professional boundaries in the delivery of case management interventions to their clients.

Impact of burnout on employees' performance: an analysis of banking industry

The study is conducted to assess the impact of burnout on performance of the employees working in sales departments of banking industry in Pakistan. Data was collected from 322 sales officers working in banks. Regression analysis was used to assess the impact of burnout on performance and relationship between intrinsic motivation, job satisfaction, their intention to leave, role conflict, role ambiguity, burnout and performance of the sales officers. The result shows that burnout had a significant positive impact on the performance of sales officers. Performance, satisfaction and intention to leave were positively related to each other; however these variables had negative relationships with intention to leave, burnout, role conflict and role ambiguity. It is recommended that the management of banks should; formulate clear job descriptions, specify unity in chain of command, assign achievable targets to employees according to their capabilities, recognise performance through rationalised incentives and provide trainings to new entrants. The research can be replicated in other industries and by increasing the sample size for generalisation of the results.

The state of nursing scholarship and practice in Palestine.

Since the early establishment of the academic nursing programs in Palestine, they were always connected to a model program in one of the Western countries. For some programs, it was one of the American programs, and for others it was a British program. Regardless of the model used, Palestinian academic nursing professionals tried to keep contact with the international community to keep the nursing programs up to date. For the Palestinian Nursing and Midwifery Association (PNMA), the linkage with the international community began with its establishment. In May 2013 the PNMA was recognized as a full member of the International Council of Nurses (ICN; 2013). This membership represents a strategic achievement for the nurses in Palestine. It represents great opportunities to enhance the development of the nursing profession, as well as responsibilities toward nursing nationally and globally (Adler-Collins, 2013). Palestinian nurses are hoping that ICN membership will help them improve nursing practice as well as nursing scholarship.Nursing scholarship is one of the challenges facing the development and advancement of the nursing profession in Palestine. There are several factors preventing nursing scholarship from making a faster advancement. First, the scientific research as well as publishing is limited within the local universities. This can be due to the limited number of nurses holding a doctoral degree and the absence of doctoral programs at the local universities. Palestine has 13 associate diploma programs in nursing (5 in Gaza), 11 nursing bachelor programs (3 in Gaza), and 6 master's in nursing science programs (1 in Gaza). Most of the faculty members of those programs have master's degrees as their highest degree. They are heavily loaded with teaching assignments, thus having difficulty seeking higher degrees or undertaking research.f we use the quantity, quality, and relevance framework (www.whoeducationguidelines.org) to evaluate nursing research in Palestine, we will find that the three components of the framework need foundational work. On the one hand, the quantity of the nursing research produced is limited; and on the other hand, the quality of our research needs transformative development. Furthermore, the relevance of the research done needs evaluation to make sure it is relevant to the health needs of our population both nationally and beyond our borders.Being able to publish is another challenge faced by nursing scholarship. Palestinian nurses study nursing in English and they also perform their research in English. Nevertheless, when they intend to publish, they need academic writing competence for which their basic academic education does not adequately prepare them. Moreover, Palestinian nurses have limited connections with publishers and journal editors who are willing to facilitate their writings, and they lack supportive mentors who can motivate research and publishing. Since 2009, publishing for health professionals has increased after the collaboration between Palestinian public health scientists, The Lancet, and international scientists, resulting in series of articles about health and health services in the occupied Palestinian territory (Horton, 2009). Nurses need similar initiative with nursing journals to enhance their publishing andmotivate them to document their achievementsFrom a professional perspective, there are many challenges facing practicing nurses in Palestine. They suffer from the lack of basic structural elements that can facilitate their work and ensure safety and quality in the services they are providing. One of these structural barriers is the lack of clear job descriptions that are concordant with the level of education and training that nurses received. This is further complicated by the high percentage of practicing nurses with only 2-year diploma degrees in the work settings. Many initiatives have addressed this issue, including the offer of upgrading programs from 2-year diplomas to 4-year bachelor of science (BS) programs, and adopting job descriptions. …

Linking Human Resources Practices to Corporate Entrepreneurship: The Mediating Role of Perceived Organizational Support

The purpose of this study was to develop a mediation model in which high-performance human resource practices affect corporate entrepreneurship through perceived organizational support. In accordance with this purpose, firstly, the interrelationships between specific human resources practices (selective staffing, extensive training, internal mobility, employment security, clear job description, result-oriented appraisal, incentive reward, and participation) and corporate entrepreneurship dimensions (new business venturing, innovativeness, self-renewal, proactiveness) were examined. Then, based on social exchange theory, the mediating role of perceived organizational support in the relationship between human resources practices and corporate entrepreneurship was investigated. Data was collected through a survey, in which 258 medium and large scaled firms operating in different industries in Turkey participated. The results provide empirical evidence for the strong impact of human resources practices on corporate entrepreneurship, and this relationship is mediated by perceived organizational support of employees.

Institutional Challenges to Municipal Waste Management Service Delivery in South Africa

This paper describes the link between inadequate waste service delivery and institutional arrangement challenges affecting municipal waste management service delivery in South Africa. Using secondary data from Statistics South Africa in relation to literature review, the study finds that there are no distinct ion between responsibilities and powers among levels of government; no clear definition of roles and responsibilities among municipal waste staff; lack of experience among waste staff; the existence of discrepancies between job specification and managerial staffs' qualifications; and the failure to consider parameters peculiar to specific waste location as some of the institutional challenges that resulted in poor waste service delivery in South Africa. This paper recommends a clear and elaborate job descriptions as practiced in the private sector; adequate training on legal provisions of waste management and sanitation rules; the establishment of a professional waste management association; and ensures that waste contractors adhere strictly to the requirements of their contract through effective monitoring.

An Empirical Investigation of the Relationship Between Role Stressors, Emotional Exhaustion and Turnover Intention in the Airline Industry

This study examines the relationships among job stress factors (overload, ambiguity, and conflict), emotional exhaustion (EE), and voluntary turnover intention. A total of 400 survey questionnaires were distributed, and 366 usable surveys were used for data analysis. The study results showed that the three role stress factors are critical antecedents of EE. In addition, this study confirmed that customer contact employees exposed to excessive or long-term job stress can be emotionally exhausted and that stress can eventually lead to voluntary turnover. Accordingly, airline firms need to provide coping and intervention strategies for stress management, by creating a stress management culture within the organization, providing special training programs, developing clear job descriptions, and redesigning the physical work environment.

Model Organisasi Ideal Bagi Perguruan Tinggi Islam di Indonesia

The model of organization plays significant role in controlling the quality of Islamic higher education. In this matter, the model becomes the core of the managerial works to develop the theory of management. An ideal organization is the one which has clear job description, hierarchy of autonomy, and career development. Too formal organization cannot be organized well. Therefore, for higher Islamic education, the most suitable model is organic unbiropatology.

Model Organisasi Ideal Bagi Perguruan Tinggi Islam di Indonesia

The model of organization plays significant role in controlling the quality of Islamic higher education. In this matter, the model becomes the core of the managerial works to develop the theory of management. An ideal organization is the one which has clear job description, hierarchy of autonomy, and career development. Too formal organization cannot be organized well. Therefore, for higher Islamic education, the most suitable model is organic unbiropatology.

IMPLEMENTASI PROGRAM PENERTIBAN PEMAKAIAN TENAGA LISTRIK (P2TL) PT PLN (PERSERO) DISTRIBUSI JAWA TENGAH DAN D.I.YOGYAKARTA DI KOTA SEMARANG

Electricity is the very important life needs in supporting daily activities. Therefore, as the provider of national electricity services, PLN strive to fulfil the needs maximally. One of the cause of the problems is the high level of losses because of both technical and non-technical factors. The aims of this research are to describe the implementation of Power Consumption Control Program (P2TL) in Semarang City, the problems and obstructions occurred in the program implementation, and the solution for the problems. The research type applied was phenomenology. The research design used in this research was the qualitative research with inductive approach. The phenomena or symptoms in this research were the implementation process of P2TL, consemer participation in the implementation of P2TL, Human Resources availability, implementor understanding and legal assurance. The phenomena and symptoms were obtained besed on the observation and field survey results. In accordance with the research result, in general the imlpementation of Power Consumption Control program (P2TL) in Semarang City has not run well and maximally. It is based on the research and findings in the field that it as faound some infelicities in the implementation process implementor do not have clear job description and organization, and involvd the third party in the organization structure. Then, in the legal assurance regarding the sanctions imposed, there was not transparency between the implementor and policy receptor (consumers/people).

Exploring the Relationship between Occupational Stress and Organizational Commitment among Nurses in Selected Jordanian Hospitals

The present study aims at exploring the relationship between occupational stress and organizational commitment among nurses in selected Jordanian hospitals, and measuring the level of occupational stress and the level of organizational commitment among nurses in selected Jordanian hospitals in Amman. The research population consisted of two governmental teaching hospitals, and a systematic random sample of 150 nursing personnel was selected. A self-administered questionnaire was used for collecting data for this study. The questionnaire was developed by the researcher based on pertinent literature. It includes two main parts; one of them is the occupational stress (sources of work pressure, health information, and coping strategies), the other one is the organizational commitment. The findings of the present study revealed that occupational stress is present among thirty percent of the nurses; and forty percent of the nurses had organizational commitment. The study also reveals that the organizational commitment is statistically significantly negatively correlated to occupational stress (P = 0.025, r = -0.18). Based on the findings of the present study, the following recommendations are proposed: healthcare organizations should identify factors that contribute to sources of work stress and identify the various conditions that bring staff into the work using appropriate coping strategies and providing clear and specific job description, flexible work schedules, fair treatment and regular meeting between supervisors and their staff nurses to discuss and solve their problem. Both nurses and nurse managers must be willing to work together to develop a climate of mutual trust that fosters a genuine commitment to organizational goals, to provide quality patient care.

Organizational citizenship Behavior as Attitude Integrity in Measurement of Individual Performance Appraisal

Quality of Human Resource represent one of the factor which to increase performance productivity an institution or organization. Therefore, needed Human Resource having high interest because interest or membership will be able to support the make-up of employees performance achievement. During the time at generally in governance institution not yet had officer with adequate interest, proved with still lower officer productivity and is difficult measure officer performance (in) governance institution scope. Performance Management System in a modern concept of human resource management is an objective and transparent performance measurement model of Organizational Citizenship Behavior in giving reward to individual's sacrifice for organization. Three main elements of individual's sacrifice performed in Organizational Citizenship Behavior (OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving clear job description and brief rewardsystemcriteriato encourage the individual's job motivation. Combined with theindividual assessment of job description, job grading is used to compile a correct Key Performance Indexand a precise salary component. The aim of this action research is to give a comprehensive solution for Hospital X, in order to determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress and performance. An interviews with hospital's director and Human Resources section was conducted to compile the KPI. The results of this research can be recommended to the hospital to make a comprehensive performance assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading, specifying fundamental salary based on work,Bonus Scame and score summary.

Challenges Experienced by Paid Peer Providers in Mental Health Recovery: A Qualitative Study

Peer providers are increasingly employed in mental health services. We explored challenges experienced by 31 peer providers in diverse settings and roles using in-depth interviews, as part of a larger study focusing on their recovery (Moran et al. in Qual Health Res, 2012). A grounded theory approach revealed three challenge domains: work environment, occupational path, and personal mental health. Challenges in the work environment differed between conventional mental health settings and consumer-run agencies. Occupational domain challenges included lack of clear job descriptions, lack of skills for using one's life story and lived experience, lack of helping skills, and negative aspects of carrying a peer provider label. Personal mental health challenges included overwork and symptom recurrence. Implications for all domains are discussed, with focus on training and skill development.

The role of job descriptions in learning disability nursing practice

Community learning disability nurses need clear specification of the expectations and boundaries of their roles, particularly when they work with public health responsibilities in professional and geographical isolation. Current NHS reorganisation makes clear and detailed job descriptions indispensable to prevent role conflict in the work environment, and to ensure proper delivery of public health services to people with learning disabilities. This article explores the importance of job descriptions and job specifications in community learning disability nursing. It presents a definition of a job description, explores work in the literature on the purpose of job descriptions and discusses the effect of job descriptions on public health role enactment by community learning disability nurses.

Conflict management in public hospitals: the Cyprus case

Conflict among health-care personnel has been identified as an issue within health-care settings around the world. To investigate the existence and management of conflict among health-care personnel in public hospitals in Cyprus; to assess the factors leading to conflict among staff members; to evaluate the consequences of conflict arising; and to consider the management strategies. A self-administered questionnaire was completed by a random sample of 1037 health-care professionals in all (seven) state-run hospitals in Cyprus in 2008. Mean age of respondents was 41 years, and 75% were female. Sixty-four per cent of respondents reported that they had never been informed about conflict management strategies, with physicians being the least informed as the relative percentage was 79.8% (χ(2) = 33, P < 0.001). Sixty per cent of health-care professionals reported conflict at work with other health-care personnel one to five times per week, and 37% of the respondents stated that they devote 90 min (mean value) from work during their shift in conflict resolution, meaning that managing conflicts may absorb 19% of working time daily. The majority of respondents agreed that organizational problems and communication gaps were the main issues creating conflict. Avoidance and collaboration were the preferable strategies for conflict resolution, used by 36.6% and 37.5% of the respondents, respectively. Better communication, fair management practices and clear job descriptions and expectations may be needed in order to facilitate change and reverse the negative atmosphere that exists. Further education in conflict management for physicians, nurses and their managers may also be needed.

Factors which influence nurse practitioners ability to carry out physical examination skills in the clinical area after a degree level module – an electronic Delphi study

The aim of the study was to identify the factors that influence nurse practitioners ability to practice physical examination skills in the clinical area. The changing health care needs of the population require new ways of working for many health professionals. Physical examination (core skills of inspection, palpation, percussion and auscultation) of patients is a fairly new role for nurses in secondary care in the United Kingdom. However, implementing new roles in the clinical area can be challenging for the practitioners involved, and several factors have been identified which are seen to help or hinder their success. A Delphi study was undertaken using blind copy email over six weeks in 2008. The participants included a purposive sample of 21 nurses from 10 clinical areas who had completed a degree level module in physical examination as part of a nurse practitioner pathway. This study generated valuable opinion of factors that can help or hinder the ability of nurses to practice physical examination in the clinical area. The results highlight the importance of individual self-confidence, role clarity, effective educational preparation and support from other disciplines to the nurse practitioners ability to carry out this new role. Several factors reported by the participants concur and add to factors reported in previous studies of new role implementation. There appears to be a continued need for clear job descriptions, role clarity, authority and autonomy to practice for nurse practitioners undertaking physical examination. Physical examination knowledge and skills are part of the role of nurse practitioners. This study highlights several factors which need to be addressed to ensure practitioners are able to carry out this new role on return to the clinical area.

Experience with the use of community health extension workers in primary care, in a private rural health care institution in South-South Nigeria

The difficulty in recruiting and retaining doctors in rural areas has encouraged the use of substitute health workers in the provision of primary care for undiagnosed patients with undifferentiated health problems. This study was performed to report the experience of the use of Community Health Extension Workers (CHEWs) in the provision of primary care in a private rural health care facility in a community in Nigeria. The study was carried out over a 6-month period in a private health facility in a semiurban community. The CHEWs were recruited through the recommendation of their schools and were retrained and deployed incognito, but with a clear job description. Their performances were monitored using the level of patient satisfaction, the type of cases seen, the number of telephone consultations made with the doctors of the NGO, the length of prescriptions and the number of adverse events that followed the consultations. A total of 1,028 patients were seen in the health facility during the 6-month study period, of which 294 (28.6%) telephone consultations were made with the doctors of the NGO, 215 (20.9%) of the patients were admitted in the hospital, while 81 (7.9%) were referred to other health facilities. Most of the cases were malaria (54.2%), typhoid (6.9%) and minor injuries (12%). The average length of the prescriptions given to the patients per encounter was 6.3, and most of the patients (86.5%) were satisfied with the quality of care provided by the CHEW. A total of 7.6% of the patients seen by the CHEWs were readmitted as emergencies, mainly with severe anemia (47.4%) and the deterioration of previously treated ailment (24.4%). CHEWs, working under the direct supervision of doctors can provide safe and good quality care, to the satisfaction of most of their patients, when required to provide primary care. It cannot however be assumed that similar results would be obtained if the health workers are used in different settings or with more complicated patients.

Health Workforce Shortage: A Global Crisis

Health Workforce Shortage: A Global Crisis