Employees Of Private Hospitals Research Articles

Impact of Empowering Leadership on Using Enterprise Resource Planning System: The Mediating Role of Users’ Attitudes and Computer Anxiety

This study aims to identify the level of using the ERP system when adopting the empowering leadership style in Jordan private hospitals. This study attempts to explore the impact of empowering leadership on the use of the ERP system through the anxiety of using computers and the attitude of employees towards using ERP. To test the study hypotheses, data was collected by a questionnaire that was distributed electronically to (6) private hospitals that apply the ERP system. The study sample consisted of (106) employees in private hospitals. Data was analyzed through PLS software using structural-equation modeling (SEM). One of the most important results of this study is that empowering leadership has no effect on computer anxiety and that employee anxiety has no effect on the use of the ERP system. However, empowering leadership is positively influencing the employees' attitude towards ERP. It was also found that positive attitude towards the ERP system influences the use of the system. Additionally, the study revealed that empowering leadership has a direct effect on the use of the ERP system and an indirect effect on the use of the ERP system through computer anxiety and employee attitudes towards the ERP system. The researchers recommend studying the acceptance and use of the ERP system in other sectors.

Restraining Cyberloafing Behavior in Private Hospital Employees: Analysis of Work Stress Factors and Locus of Control

This study aimed to examine the impact of locus of control, work stress, and excessive cyberloafing on employee performance. The population of this study were private employees at hospitals in Banyumas district. This study used quantitative methods and used a sample of 182 employees (respondents) selected by the saturated sampling method. The data collection tool used was a questionnaire with a 5-point Likert scale and the type of data collected was primary data. The data obtained were analyzed using PLS (Partial Least Square). The results showed that locus of control and work stress had a positive and significant effect on the performance of Banyumas District Health Office employees. Meanwhile, cyberloafing has a negative and insignificant effect on the performance of Banyumas District Health Office employees. The result partaining to Cyberloafing revealed that internet access did not necessarily impact employees. This was due to leaders who were able to provide good instructions and supervision on how employees use the Internet while working. The adjusted R2 coefficient of determination test results showed a value of 41.9%, which means that the variables locus of control, work stress, and excessive cyberloafing can affect employee performance by 41.9%, while 58.1% are influenced by other factors.

Causes of High Turnover Intention: Due to Work Family Conflict and Work Environment Factors

Purpose: This study aims to empirically test a research model that further investigates the influence of the work environment on turnover, the influence of work-family conflict on turnover, and whether there is a mediating effect of work-family conflict on turnover intention. Theoritical Framework: This research uses the Theory of Planned Behavior. The intention to move comes from individual intentions that cannot be felt and after feeling out of control they will decide to leave their job which is also supported by other factors. This theory can also see that the nurse's work environment and WFC contain three standards (time-based conflict, tension-based conflict, and behavior-based conflict) which function as the main predictors of turnover intention in nurses. Design/methodology/approach: This study uses a quantitative approach. The respondents of this research were employees of private Hospitals in Karasidenan Banyumas, with a population of 285 employees with a sample of 240 people calculated using the Slovin formula with a margin of error of 10%. Respondents in this study were dominated by women. The average age of respondents is 20-25 years. The sampling technique used was quota sampling by setting quotas based on the proportion of each hospital. This research uses a Structured Equation Modeling (SEM) application based on Partial Least Square (PLS). Findings: This finding shows that a favorable relationship between the work environment and work-family conflict both have a significant effect on turnover turnover because the P-value shows <0.05. And the mediation results showed that work-family conflict can mediate the relationship between the work environment and the intention to move with a significance value of 0.040. Research, Pratical & Social Implication: The study is similar to research conducted by Abdou et al., (2022) in the hospitality sector which revealed that the perception of work environment hospitality has a direct impact on employee turnover intentions through WFC which partially mediates the relationship between research components. This study has a limitation, namely concentrating on the variable Work-Family Conflict as a mediator in the relationship between the nurse's work environment and turnover intention. WFC as a mediation hopefully can be a reference for further research. Another limitation is that this research only examines the nursing sector, and in the future it could be carried out in other sectors such as the hotel sector or other service sectors. Originality/value: This study examines the impact of the work environment on turnover turnover, the effect of work-family conflict on turnover turnover, and whether there is a mediating effect of work-family conflict on the intention to move.

Pengaruh Good Corporate Governance Dan Kompetensi Sumber Daya Manusia Terhadap Kualitas Laporan Keuangan

This study aims to test and re-analyze previous researchers between independent variables, namely the variables of transparency, accountability, responsibility, independence, fairness and competence of human resources on the quality of financial reports of Private hospitals in the city of Balnjalrmalsin. The type of data in this study is primarily dental, namely questionnaires distributed to employees of private hospitals in the city of Balnjalrmalsin. The subjects in this study were the director, deputy director, head of finance, and employees of the finance department, totaling 62 people. The method of data analysis was carried out using the multiple linear regression method with the calculation process using the SPSS 22 application program. The results of the study show that transparency, accountability, and human resource competence have significant effects on the quality of financial reports. Responsibility and independence have no effect on the quality of financial reports. Fairness has a negative effect on the quality of financial reports.

Measuring Job Performance through Leadership with the Mediating Effect of Emotional Intelligence

The aim of this study is to measure the effect of leadership on job performance through the mediating role of emotional intelligence. Primary data were collected from 530 Pakistani private hospital employees. Structured questionnaire was used to collect the data. SMART PLS 4.0 software was used to draw the results from the data. Statistical techniques like, bootstrapping through process were used to explore the results and to test the hypotheses from the collected data. The results of this study revealed that leadership has a positive impact on job performance of employees in private hospitals of Pakistan. Further, bootstrapping analysis revealed that emotional intelligence mediates the positive effect of leadership on job performance in health sector. The study highlights that leadership is not only effective or applicable in western countries only, but it is also very effective in Pakistan. The most prominent limitation of this study is that the data were gathered from a single source. This may occur common method variance. Cross-sectional approach is also one of the limitations of this study. In health sector, leadership can enhance the job performance of the employees through the mediating role of emotional intelligence. Proper and meaningful training should be given to organizational leaders in hospitals with specific focus on leadership skills in improving emotional intelligence and job performance. The research studies on measuring the role of leadership on job performance through the mediating role of emotional intelligence are very limited. Little investigations are available on the leadership and its role in health sector especially in Pakistan. This study clarifies the role of leadership in enhancing job performance of the health care employees through the existence of the emotional intelligence. No study tested this model with three theories. This study makes a theoretical contribution by integrating three relevant theories; Campbell's theory of job performance, Goleman's mixed model theory, leadership theory.

The impact of organizational change on employee turnover intentions at private hospitals: The moderating role of emotional intelligence

The objective of this study is to examine whether employees’ reactions to organizational change can affect employees’ turnover intentions at private hospitals in Jordan, as well as a moderating impact of emotional intelligence on this relationship. The analysis is quantitative, using a questionnaire that was distributed online among private hospital employees. A total of 408 respondents completed the questionnaires and were included in the analysis. The results of the first hypothesis testing show that β = 0.960, t = 0.69.4, p < 0.00 and prove that organizational change significantly influences employee turnover intentions. Concerning organizational change dimensions, the results of cognitive reaction were β = 0.656, t = 0.17.5, p < 0.00, for emotional reaction, β = 0.680, t = 0.31.1, p < 0.00, while for behavioral reaction, β = 0.718, t = 0.22.7, p < 0.00. Finally, moderation results show that emotional intelligence has a significant effect, thus moderating the relationship between organizational change and turnover intentions (β = 0.828, t = 0.11.3, p < 0.00).

A Cross-Sectional Study to Assess HIV/AIDS-Related Stigma and Its Drivers Among Dental Healthcare Providers in Islamabad, Pakistan.

Introduction HIV-related stigma and discrimination amonghealthcare providers are some of the strongest obstacles to effectively responding to HIV and achieving health-related quality of life. In the Pakistani context, HIV-related discrimination has been explored mainly among people living with HIV (PLHIV), and no study has investigated HIV-related stigma from the perspective of dental healthcare providers. Aim This study aimed to investigate the HIV-related stigma among dental healthcare workers in Pakistan and understand the factors associated with it. Methodology This cross-sectional study was conducted for a period of three months (December 2021 to February 2022) among 601 consenting dental healthcare providers in all public and private dental healthcare facilities in Islamabad, Pakistan. Pretested questionnaires collected information on demographics, work-related characteristics, knowledge, attitudes, and practices regarding HIV/AIDS. HIV-related stigma was assessed through "the stigma index" developed by USAID and was measured as a continuous variable. Multivariate linear regression analysis evaluated the independent effect of different factors associated with HIV-related stigma. Results HIV-related stigma remains highly prevalent within both public and private dental healthcare facilities in ICT and among all cadres of dental healthcare providers. Among associated factors, misconceptions in HIV knowledge are highly significant (p < 0.001) and those with a higher score of incorrect HIV knowledge had higher levels of stigma. Healthcare providers who read any HIV-related manual or guidelines were found to be less stigmatized as compared to those who have not been exposed to any such literature (p=0.029). Dentists (p=0.04) showed higher levels of stigma as compared to dental assistants and dental hygienists, while employees of private hospitals (p=0.0) and private clinics (p=0.0) were far more stigmatized by HIV in comparison to dental healthcare providers in public hospitals. Conclusion This study provides the first-ever analysis of HIV-related stigma and its drivers in the dental healthcare settings in Pakistan and highlights multiple individual, clinical, and policy-level factors associated with it. In order to address this stigma, it is essential for healthcare institutions to create supportive and inclusive healthcare settings, by providing education and trainingto care providers in order to increase their understanding of the disease itself. In addition, healthcare institutions can take steps to ensure that their policies and practices are inclusive and non-discriminatory, such as implementing policies that prohibit discrimination based on HIV status and providing confidential care. On the other hand, care providers must work to recognize their own biases and strive to provide non-discriminatory and culturally sensitive care to all patients. The findings of this study could be used as a baseline and insight by organizations like the National AIDS Control Program into possible targets for future exploration and interventions to effectively reduce the stigma towardPLHIV in dental healthcare settings.

Does injustice perception threaten organizational performance in the healthcare setting? A sequential mediation examination

Purpose This paper aims to explore the role of perceived organizational injustice (POI) leading to workplace conflict in determining organizational performance (OP) among healthcare employees. This paper also examines the serial mediating effects of moral disengagement (MD) and knowledge hiding (KH). Design/methodology/approach In all, 244 public and private hospital employees in Pakistan provided the data set. Findings According to partial least squares-structural equation modeling findings, the negative association between POI and OP was serially mediated by KH and MD. The recovery process underlying the linkage between POI and OP is tested and highlighted in this paper as a first step in unraveling it. Research limitations/implications The findings highlight the significance of taking moral and KH models into account when attempting to understand the moral cognitive processes that employees go through when they see injustice. Organizations should guarantee the equitable distribution of incentives and resources, as distributive and procedural justices are concerned with organizations. Originality/value By directing actions meant to prevent MD and KH, the findings may potentially inspire new, more focused treatments to safeguard patient safety and avoid losses in the healthcare industry. One way to reduce unethical conduct and MD is to have people declare or agree to a code of ethics.

The Adequacy of Hospital Response to COVID-19 Pandemic amongst Surgical Institutions in South-Eastern Nigeria.

The novel corona virus (COVID-19) was first diagnosed in Wuhan, China in December 2019. The healthcare specifically, departments of surgery in Southeastern Nigeria, are making modifications to cope and plan for the pandemic. To evaluate how well surgical institutions in Southeastern Nigeria are prepared for the anticipated influx of Covid-19 patients, existing patients and to determine the adequacy of hospital provision of essential supplies and awareness creation. A cross-sectional online study of two hundred and one (201) surgery resident doctors in surgical institutions in South-eastern Nigeria was conducted. Questionnaires were designed and distributed using online platforms. The data obtained was analyzed using the Statistical Package for the Social Sciences (SPSS). Significance was set at P < 0.05. Consent was obtained from all respondents. A total of 201 surgery resident doctors filled and submitted their questionnaires, response rate of 71.5%, out of which 50.1% agreed that hospital response to Covid-19 pandemic was inadequate, 78.3% agreed that the Personal Protective Equipment (PPEs) provided by hospitals were inadequate while about 53.8% agreed that the hospital workforce was poor and inadequate and incapable of adapting to the unstable workforce during the pandemic. About 46.2% agreed that the hospitals were conducting an adequate creation of awareness with regards to the pandemic while 25% agreed that the hospital compliance with the CDC (Center for disease control) preventive protocols/guidelines in surgical institutions were adequate.There was a statistically significant association (P = 0.019 (< 0.05); X2= 5.517) between hospital type and provision of adequate Personal protective equipment for surgical procedures. Only 19% of the government hospital employees felt that adequate amount of PPEs were provided compared to 41% of private hospital employees. The results from this study show that the hospital response to Covid-19 pandemic and awareness creation amongst surgical institutions in Southeastern Nigeria are inadequate. The government should equip the health sector by providing the necessary amenities to adequately combat the challenges of surgical practice in the Covid-19 pandemic.

Investigating Mobbing Syndrome's Incidence in the Working Environment of a Public and a Private Greek Hospital.

To investigate the phenomenon of moral harassment (mobbing) as well as the effect of demographic and occupational characteristics of healthcare professionals working in a public provincial general hospital and a private hospital in Athens a cross-sectional survey was designed. The study was conducted from November to December 2021 through the application of the Leymann Inventory of Psychological Terror (LIPT) a widely recognized research tool for the quantitative investigation of ethical harassment in the workplace. 264 fully completed questionnaires were collected out of the 300 that were distributed in both hospitals (response rates: 92% for the public hospital and 83.3% for the private). It was observed that private hospital's employees were morally harassed to a greater extent and for a longer time than the employees of a public hospital. The levels of moral harassment were quite high, indicating the necessity of thorough audit by the management in both hospitals.

The Mediating Role of Work Alienation in the Effect of Workplace Ostracism on Employee Voice

The aim of this study was to determine the mediating role of work alienation in the effect of workplace ostracism on employee voice. The research was conducted between 11 December 2020 and 27 April 2021 in Istanbul, Turkey. The research data were collected from employees of private hospitals in Istanbul. The research showed that workplace ostracism has a positive effect on work alienation. It was also determined that both workplace ostracism and work alienation negatively affect employee voice. Finally, it was established that work alienation has a mediating role in the effect of workplace ostracism on employee voice.

Job Satisfaction of Public and Private Healthcare Centers in Rangpur City Corporation Area: A Comparative Study

This study compares public and private hospital employees' job satisfaction. The study's objective is a comparative analysis of employee job satisfaction in public and private healthcare centers concerning employee management systems and motivational factors. Respondents have been selected from the public and private healthcare centers of Rangpur City Corporation. The study observed that the views of public and private healthcare employees are volatile in many ways. It's also observed that private hospitals follow systematically and scientifically EMM practices, creating high employee satisfaction levels. In addition, public healthcare workers are more satisfied with the terms and conditions of their workplace than private health workers.

Impact of role stress, job burnout and job insecurity on job performance during pandemic COVID-19 among private hospital employees in Surakarta, Indonesia

Pandemic COVID-19 has become a controversial issue resulting in radical shifts in people's lifestyles. Due to the situation, changes in management, followed by changes in employees' main duties and functions, may trigger employees' sense of uncertainty, which eventually affects their performance. This research focused on examining the impact of role stress, job burnout, and job insecurity on employee performance, with career calling as moderator. The research involved employees (health care and non-healthcare employees) at a private hospital in Surakarta, Indonesia. Data of 219 employees were taken by convenient sampling technique through questionnaires. The data were analyzed using Partial Least Squares - Structural Equation Modeling (PLS-SEM) to determine the relationship among variables. The results indicated that: 1). Role stress significantly and positively affected job burnout and significantly and negatively affected job performance; 2). Job insecurity was found to significantly and positively affect job burnout and significantly and negatively affect job performance; 3). Job burnout was found to have a significant negative effect on job performance. Furthermore, the results suggested that career calling did not moderate the impact of role stress on job burnout. However, career calling was found to moderate the impact of role stress on job performance. The finding of this study is important in determining further steps related to job performance and its relationship with role stress, job burnout, career calling, and job insecurity.

The Influence of Job Satisfaction and Psychological Well-Being On Turnover On Hospital Employees

Health decentralization allows the Bandar Lampung City Health Office to design programs and service activities that are appropriate to local conditions. Based on data obtained from the HR department of private hospitals in Bandar Lampung City, the number of employees in private hospitals is 326 people and therate turnover reaches more than 10% per year. The purpose of this study was to determine the relationship between psychological well-being and job satisfaction with therate turnover at the Bandar Lampung City Private Hospital. The results of the study found that Job Satisfaction and Psychological Wellbeing had a simultaneous effect on employee turnover. This is evidenced by the statistical results of F count 18,539 &gt; F table value of 3.07, with a significance of 0.00; Job satisfaction has a significant effect on employee turnover with a t-table value of 1.657 and a t-count value of 3.437; Psychological Wellbeing has a significant effect on employee turnover, with t count of 6.051 which means t count &gt; t table (6.051&gt; 1.657) and sig 0.00 &lt; 0.05.&#x0D;

Features of International Publications in Vietnamese Radiological Societies after The Enactment of 37/2018/QĐ-TTg.

Background:In Vietnam, after the enactment of 37/2018/QĐ-TTg, a distinct shift could be observed in the international publications by radiological societies.Objctive:This study examined trends in the international publications achieved by Vietnamese radiological societies following the enactment of 37/2018/QĐ-TTg.Methods:This retrospective study evaluated data that are freely accessible and available online and, therefore, did not require institutional review board approval. We assessed the publication characteristics of the members of four Vietnamese radiological societies: Vietnamese Society of Radiology and Nuclear Medicine (VSRNM, n = 67); Radiological Society of Ho Chi Minh City (RSHCM, n = 25); Vietnamese Society of Ultrasound in Medicine (VSUM, n = 29); and Vietnamese Society of Interventional Radiology (VSIR, n = 18), following the enactment of 37/2018/QĐ-TTg.Results:Following the enactment of 37/2018/QĐ-TTg, we observed that total publications, number of first authors, number of last authors, number of articles indexed in Web of Science, and number of articles indexed in Scopus were significantly higher for the VSRNM and VSIR than for the RSHCM and VSUM. All publication parameters were significantly higher men, individuals who secured professorship, PhD and Master’s degree holders, public hospital employees, those in the radiological field, and those in the north and south regions, compared with the values for women, individuals without professorships, Specialist II and I degree holders, private hospital employees, those in the nuclear medicine field, and those in the middle region, respectively.Conclusion:The enactment of 37/2018/QĐ-TTg triggered a new trend in international publication among the members of four Vietnamese radiological societies. However, strong discrepancies remain in total publications, number of first authors, number of last authors, number of articles indexed in Web of Science, and number of articles indexed in Scopus among the members of the four main Vietnamese radiological societies.

EFFECTS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE RETENTION IN PRIVATE HOSPITALS IN KIAMBU COUNTY, KENYA

Purpose: The general objective of the study was to establish the human resource practices affecting employee retention in selected private hospitals in Kiambu County, Kenya. The specific objectives were: to examine the influence of career development, work life balance, work environment and compensation strategies on retention of employees in selected private hospitals in Kiambu.&#x0D; Methodology: Descriptive survey was employed. The study focused on the level 3 and 4 private hospitals, which are 7 within the County. This study targeted 340 employees of level 3 and 4 private hospitals in Kiambu County. The study used purposive sampling and sampled medical workers of the private hospitals in Kiambu County who were 120. The medical workers who included the doctors, nurses and clinical officers were sampled since they have knowledge on human resource practices and employee retention at the private hospitals.&#x0D; Findings: Findings displayed that 89 of the questionnaires we filled properly and returned. The results showed that career development, work life balance, compensation strategies and work environment had a positive and significant effect on employee retention in private hospitals.&#x0D; Unique Contribution to Practice and Policy: Private hospitals that do not have a coaching and mentorship programs for their employees should ensure they introduce them since they enhance employee retention. The investigation also endorses that the private hospitals should inspire active cooperation across different parts of the organization. They should also ensure that there is a career path of staffs in their firm. Since career growth and development are an integral part of every individual's career; more opportunities should be created for employees of private hospitals. In addition, private hospitals should have a clear work schedule for their employees. In addition, private hospitals should ensure they have enough leave days for their workers.

The influence of soft and hard TQM on quality performance and patient satisfaction in health care: investigating direct and indirect effects

PurposeThe present study conceptualizes total quality management (TQM) in terms of soft and hard aspects and examines their effects on quality performance and patient satisfaction. The indirect effects of soft and hard TQM on patient satisfaction through quality performance are also investigated.Design/methodology/approachA multi-item questionnaire was prepared to gather primary data from a sample of 312 medical employees in private hospitals in Jordan. The measurement model was evaluated for validity and reliability and determined to be acceptable. Structural equation modeling (SEM) was applied to test the research hypotheses.FindingsThe results revealed that soft TQM has a strong positive effect on quality performance and patient satisfaction. Hard TQM was found to positively affect quality performance but to a lesser extent compared to soft TQM. The effect of hard TQM on patient satisfaction, meanwhile, was not significant. Quality performance positively mediated the relationship between TQM – both soft and hard – and patient satisfaction.Originality/valueThis study is one of the first to conceptualize TQM in terms of soft and hard aspects in a health care context. It offers valuable insights for managers of private hospitals looking to enhance quality performance and patient satisfaction. The results reveal that soft TQM is the primary driver of quality performance and patient satisfaction in the health care context, which is in stark contrast to the manufacturing sector.

Organizational conflicts in hospitals and their impact on employee turnover: A case study of Jordan

The research aims to investigate the most common types of organizational conflicts among employees in private hospitals and discover the impact of organizational conflicts on employee turnover. The research outlined the relationship between the variables to present the idea of organizational conflicts and employee turnover. The hypotheses were tested using a survey data of 340 questionnaires distributed randomly to employees working in four private hospitals in Jordan. Random selection of private hospitals was made among eight hospitals in the northern governorates of Jordan (Irbid, Jerash, Mafraq, and Ajlun), which are considered the largest districts in the country. The collected data were analyzed using the SPSS program, and initial statistical techniques were applied. The results showed that the highest level of impact of organizational conflicts on the internal turnover of employees was related to the conflict between employees and direct supervisors. However, the highest level of the impact of organizational conflicts on the external turnover of employees was related to the conflict between employees and top management. The low-level job conflicts of employees were those with owners and middle management. Thus, to create stability, prevent work pressure, and retain employees, managers of private hospitals necessarily need to provide an appropriate work environment, develop high level of well-being, and decrease the workload. AcknowledgmentsWe would like to thank Al-Balqa Applied University in the Kingdom of Jordan and the Institute of Public Administration in the Kingdom of Saudi Arabia for their kind support and for giving us access to the research facilities.

The Mediating Role of Organizational Citizenship Behavior and Voice Behavior in the Relationship Between Proactive Personality and Job Performance

This study aims to evaluate the mediating role of organizational citizenship behavior on the impact of proactive personality on job performance as well as the mediating impact of employee voice behavior on the effect of proactive personality on organizational citizenship behavior. The statistical population of this study included 447 private hospital employees. Data was analyzed by structural equation method using SPSS AMOS program. The mediation functions were calculated using a process macro. As a result of the study, it was discovered that proactive personality has a positive effect on job performance, with organizational citizenship actions acting as a mediating factor. In addition, it has been found that proactive personality has a positive effect on organizational citizenship behavior and in this relationship employee voice behavior has a mediating role.

Does Internal branding effect on Employee Performance? An Empirical Evidence from Services Sector of Pakistan.

Internal branding with its divergent tools techniques and dimensions is no doubt capable of aligning and changing interests, attitudes, minds and behavior of people inside the organization. However, impact of internal branding vary according to different sectors, this study instigate the impact of internal branding in healthcare sector. Since aftermath are employees, this study investigate employees of private hospitals that are nurses both male and female of all three nursing cadre. This study target total 230 nurses from different private hospitals in Sialkot by employing convenience sample of non-probability. This study uses primary data comprises of quantitative nature and cross sectional, which is collect by the use of self-administered survey questionnaire. Inferential statistics is use on IBM SPSS Statistics 25th version and the data is analyze using Reliability, Durbin Watson, Normality, Regression and Correlation analysis. Findings reveal that internal branding brings positive variation in employee performance although the results did not provide significant affect still the relation between both variables is positive and significant. Discussions, implications and future recommendations are the bases of results this study derive.&#x0D;