Hospital Employees Research Articles

Job Stress and Employees' Satisfaction in the Hospitality and Tourism Sector of North East India

In the modern times, the demand for hotel and tourism services is increasing rapidly. As a result, hospitality employees face enormous professional pressure at work. This work pressure causes them stress at work. Since job satisfaction is a prerequisite for providing the highest quality services, it largely depends on the level of stress in the workplace. In this study, determinants of job stress have been identified first and then an attempt has been made to study the impact of job stress on employees’ satisfaction. The study has been conducted with the help of primary data collected from the sample respondents from the study region. The study applies factor analysis and multiple regression analysis. The study confirmed that Eustress has direct positive relations with the job satisfaction of employees. Since, the study reveals that Duration of Work (DW), Job Profile (JP), and Expectation of Management (EM) have positively influenced job satisfaction. HR Policy (HRP) and Work Pressure (WP) negatively affected job satisfaction and these aspects should be taken care of by the management.

Improvement Motivation, Communication, And Engagement Human Resources For Accreditation Hospitals With “Photovoice

Abstract. Hospital accreditation is an effort to improve the quality of hospitals. All employees in the hospital must support these efforts. To increase employees' motivation, communication, and involvement in carrying out accreditation. One way to achieve it is done by Photovoice, which is a participatory research method by involving all employees in the hospital in one activity by "identifying, representing, and strengthening communication through photographic techniques". This study aims to provide a communication space for the members of RSUD Dr. Soedono Madiun to express the circumstances, strengths, and problems they face related to Accreditation and facilitate the hospital community to express their views, thoughts, and ideas about accreditation. The research method used Participatory Action Research (PAR) with 5 stages of implementation, namely: 1) Recruiting photovoice participants and introducing photovoice through FGD; 2) Taking and collecting photos; 3) Discussing the photos; 4) Holding photo exhibition; and 5) Evaluating the activities. The subjects in this study were the members of RSUD Dr. Soedono Madiun. As a result of this community service activity, 16 working groups contributed to Hospital Accreditation. The response from all working groups was very positive. They felt that their contribution to accreditation was indispensable. All groups displayed photos of their struggles to carry out the accreditation. In conclusion, Photovoice can increase motivation, communication, and attachment both physically and mentally for the employees in hospitals in carrying out accreditation on an ongoing basis to improve the quality of hospitals and the quality of reliable human resources.

The Influence of Work Family Conflict, Work Environment and Job Stress on the Performance of Regional General Hospital Employees

This research aims to examine the impact of Work Family Conflict, Work Environment, and Job Stress on employee performance at RSUD Bengkulu Tengah. The research focuses on testing the extent to which work-family conflict affects performance, understanding the influence of the work environment, and analyzing the impact of job stress. The research employs a quantitative design with primary data collection through questionnaires. Random sampling from various divisions ensures population representation. Statistical analysis utilizes Structural Equation Modeling (SEM) with SmartPLS, commonly used in research. The findings indicate that job stress and work-family conflict do not significantly affect performance, while the work environment has a positive and significant impact on RSUD employees' performance. These findings underscore the crucial role of the work environment in enhancing performance and well-being at RSUD Bengkulu Tengah, offering valuable insights for the development of effective policies and management practices.

Bring more than green? The impact of green human resource management on hospitality employees' organizational citizenship behaviors

AbstractHotels are implementing green human resource management to achieve sustainable development in response to increasingly stringent environmental policies and to meet stakeholder expectations. This study aims to elucidate the impact of green human resource management (GHRM) on organizational citizenship behaviors (OCBs) implemented by hospitality employees in organizational, interpersonal, and customer contexts, respectively. Specifically, a mediation model with dual moderation from employees' personality, perceptual and cognitive perspectives simultaneously is proposed, which supported by organizational support theory, social identity theory and social cognitive theory. Structural equation modeling is used to evaluate 440 data collected from the Chinese hospitality industry based on conditional sampling method. This paper finds that GHRM can promote OCBs towards the organization and customers and perceived CSR has a mediating effect. Employees' environmental value positively moderates the promotion of perceived CSR through GHRM implementation, and the proactive personality positively moderates the relationship between perceived CSR and OCBs towards the organization and customers. The original value of the study lies in the simultaneous consideration of the three aspects of employees' cognition, perception, and personality, expanding the research perspective of GHRM and discovering the benefits beyond green that this green management model can bring. For hotel managers, this study helps them understand that GHRM brings hotels more than just green. Hotels should focus on matching potential employees' attributes with the organizational culture during recruitment and on improving employees' environmental value and proactive personality level during their subsequent training.

Assessment of the Frequency, Causes, Degree and Consequences of Violence against Health Workers in Psychiatric Institutions.

(1) Background: The prevalence of workplace violence within the health sector varies between 50 and 88%. Depending on the health care environment, the percentages mentioned can be much higher. (2) The aim of this study was to determine the prevalence, characteristics, factors, and consequences of violence against healthcare workers (physicians, nurses, and technicians) in psychiatric institutions in the Republic of Serbia. Additionally, this study should validate the Serbian version of the aggression questionnaire, which could be a significant tool in recognizing and assessing any type of violence against health care workers in psychiatric institutions. (3) Methods: This study was designed as an observational questionnaire study that included 191 health workers (physicians, medical technicians, workers in kitchens or maintenance, and others) from three psychiatric institutions. As an instrument, this study validated and used the Serbian version of the aggression standardized questionnaire. We observed the primary and secondary outcomes of potential violence in psychiatric institutions against healthcare workers using different parameters. (4) Results: The internal consistency of each item as well as the instrument was very good (the mean Cronbach alfa = 0.91). A total of 104 of the participants never experienced physical violence, while more than five times that had 20 health workers (10.5%). We observed the statistical significance of gender, age, working status (permanent/limited) and professional status (physician/medical technician/worker etc.) on physical attack incidence. (5) Conclusions: The incidence of violence against healthcare workers is very high, especially in terms of physical assault and threats in the workplace. The majority of the victims were women who work as medical technicians, attacked by male patients with unknown motivation. A number of changes in the structure and organizational culture of the hospital are required. All hospital employees, employers, patients, and their families share responsibility for the creation of a safe workplace.

Impact of Servant Leadership on Job Performance with Mediating Role of Trust and Moderating Role of Power Distance: A Case of Hospitals in Pakistan

Job performance is essential for growth, especially in the service sector like hospitals. Apart from other factors, the leadership style affects job performance and other organizational-related outcomes. The literature documents that hospital employees’ job performance has declined. Thus, we have focused on nurses and other healthcare staff, excluding doctors in the healthcare industry. The study’s sample size was 582. The study supports all five hypotheses. We found that “servant leadership and trust positively affect job performance.” Servant leadership positively affects trust. The study also documents that “trust mediates servant leadership and job performance.” At the same time, our results also suggest that “power distance” moderates servant leadership and trust relationship. Based on the direct and indirect effects of servant leadership and job performance, we suggest organizations hire servant leaders. The organizations mustalso regularly conduct counseling sessions for their leaders to focus on the employee’s development and wellbeing. Such attitudes positively enhance job performance and increase employees’ trust. Consequently, employees reciprocate by developing loyalty with the organizations and the leaders.

THE INFLUENCE OF INTERNAL CONTROL SYSTEM ON THE IMPLEMENTATION OF GOOD CORPORATE GOVERNANCE AT DR. WAHIDIN SUDIROHUSODO HOSPITAL IN MAKASSAR

This research aims to examine and analyze the influence of the internal control system and organizational culture on the implementation of good corporate governance. Data analysis was carried out using primary data on questionnaire answers from hospital employees and then analyzed quantitatively, namely regression analysis using SPSS. The results of this research show that the internal control system has a positive and significant effect on good corporate governance. This shows that a good internal control system can improve the implementation of good corporate governance.

Green Human Resource Management on Green Behavior Mediated by Green Work Engagement Among Rejang Lebong Hospital

Human resource management refers to the strategies and practises implemented by an organisation to effectively oversee and nurture its personnel, enabling them to effectively accomplish the organization's objectives and mission. The aim of this research is to investigate the relationship between Green Human Resource Management and Green Behavior, which is then explored with the role of Green Work Engagement as a mediator. This research uses an explanatory method. The data collection method was carried out through distributing questionnaires involving all 300 Rejang Lebong Regional Hospital employees. In addition, this research uses a non-probability sampling method, namely the number of samples is adjusted to the population size. The testing steps start from testing validity, reliability, direct influence hypothesis, mediation effect hypothesis, and finally cross-loading. The study's findings indicate that (1) Rejang Lebong Hospital's employee green behavior has improved significantly since implementing green human resource management (2) Green work engagement has a positive and significant impact on employee green behavior at Rejang Lebong Hospital (3) Rejang Lebong Hospital's green work engagement is significantly influenced for the better by the hospital's green human resource management (4) Green human resource management has a big and positive impact on employee green behavior at Rejang Lebong Hospital. This influence is mediated by the green work engagement have towards environmentally conscious work practises.

Internal Control, Fraud Prevention, Organizational Culture at RSPR on BLU’S Financial Performance

This research aims to determine the influence of internal control, fraud prevention, and organizational culture on the financial performance of BLU at the lung hospital Dr. H. A. Rotinsulu Bandung. The data source uses primary data and secondary data. Primary data collection uses the result of respondent’s answer from distributing questionnaires. Secondary data uses financial reports audited and performance report for the 2018-2022 period. The sampling technique uses non probability sampling with purposive sampling according to the characteristics of the respondents based on the phenomenon being studied. The population is all employees of the lung hospital Dr. H. A. Rotinsulu Bandung, totaling 389 employees. Meanwhile, the samples taken were 80 respondents. The questionnaire has been tested for validity and reliability, as well as tested for classical assumptions consisting of normality assumptions, multicollinearity assumptions, autocorrelation assumptions, and heteroscedasticity assumptions. The data analysis method uses panel data regression analysis. The research results simultaneously state that internal control, fraud prevention, and organizational culture have a significant and positive effect on BLU’s financial performance. Meanwhile, partial research result state that internal control does not have a significant and strong effect on BLU’s financial performance. On the other hand, fraud prevention has a significant and strong effect on BLU’s financial performance

How do Employees Experience Digital Monitoring and Coaching to Better Cope with Their Pain: A Pilot Study with a Smartphone Application

Background: Pain complaints are an important problem for employees, employers, and society. Up to 60% of the working population suffers from pain and these complaints are responsible for a third of all absenteeism. Pain is a complex phenomenon influenced by physical and psychosocial factors. Digital technologies such as smartphone applications offer opportunities to empower employees and help them manage and cope with their pain. However, lack of empirical evidence and user-friendly design hinder the adoption of these technologies in practice. This one group open label pilot aimed at evaluating the impact and user experience of an innovative smartphone application that includes monitoring as well as coaching to help employees manage their pain.
 Methods: An extensive co-design process including 262 end-users and seven domain experts was used to develop an app that contains 1) a monitoring part with questionnaires and integration with an activity tracker and 2) a coaching part including online information and exercises to help improve pain-related cognitions and other pain-management skills. Afterwards, 66 employees (experiencing pain for at least six weeks) of a large Belgian hospital used the smartphone app for six months. Every six weeks, participants were asked to complete a standardized questionnaire measuring work expectations, pain-related perceptions, and pain behavior. Finally, 12 employees participated in a semi-structured interview to help understand the quantitative findings, evaluate the user experience, and formulate recommendations towards the use of pain-management apps for employees. Quantitative and qualitative analyses by means of SPSS (version 28.0.1.0) and NVivo (version 1.0) were conducted to test the hypotheses. 
 Results: Forty-eight participants had complaints, mostly located in the back (80%) and neck (74%), for at least one year. Only pain catastrophizing (χ2=15.934, p = .001) and fear avoidance (χ2=8.934, p = .030) were improved after using the app for six months. Participants experienced the app as useful and well elaborated. Based on the thematic analysis, seven recommendations emerged: 1) awareness and education about pain and pain perceptions stimulates behavior change, but make sure that the focus is on coping with pain and valued activities and not on the pain itself, 2) monitoring should be user friendly, accurate, and relevant, 3) the ability to explore and learn at your own pace is a must, 4) app functionalities should be attractive and provide maximal reward while requiring minimal effort from the user, 5) personalized and job-specific content is a must, 6) a blended approach, i.e. digital tools combined with human contact with a professional expert, is recommended, and 7) integration within a broader well-being policy at work is required.
 Conclusion: A smartphone application may help employees to monitor and cope with their pain at work. Provided that it meets some specific requirements: 1) an app is not used as a standalone but integrated within a broader wellbeing policy at work, 2) there is the possibility to interact with a professional, and 3) an app contains personal and job-specific recommendations tailored to the workplace and specific needs of the user.

PENGARUH KEPUASAN KERJA, ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DAN KUALITAS KEHIDUPAN KERJA TERHADAP KINERJA PEGAWAI BLUD RUMAH SAKIT IBU DAN ANAK PROVINSI ACEH DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

This study aimed to analyze the effect of job satisfaction, Organizational Citizenship Behavior and Quality of Work Life toward the employee performance of BLUD Women's and Children's Hospital of Aceh Province with the organizational commitment as an intervening variable. The research population is all employees of BLUD Mother and Child Hospital in Aceh Province with the number of 254 people. The total sample of 156. The data analysis method used is SEM (Structural Equation Modelling). The results showed that the job satisfaction, organizational citizenship behavior and quality of work life have a significant effect on the organizational commitment and employee performance. Organizational Commitment able to mediate the effect of the job satisfaction, organizational citizenship behavior and quality of work life toward the employee performance is partially.

Determinants of employee performance at public hospitals in Indonesia: Examining the moderating role of organizational culture

Performance refers to the outcome or overall degree of achievement exhibited by an individual within a specified timeframe in executing duties about a range of potential outcomes, including conventional work outputs, goals, objectives, or mutually established benchmarks. With a moderated organizational culture, this study aims to analyze the effect of good corporate governance, organizational commitment, and internal controls on employees’ performance at public hospitals in North Sumatra, Indonesia. The paper employs an associative approach to the quantitative data type. The sample consists of 102 public hospital employees in North Sumatra, Indonesia. This study used a questionnaire to collect the data and SEM-PLS to analyze the data. The research results show that good corporate governance, organizational commitment, and internal control affect employee performance at public hospitals in North Sumatra, Indonesia (p < 0.05). Good corporate governance affects employee performance moderated by organizational culture (p < 0.05). Organizational commitment affects employee performance moderated by organizational culture (p < 0.05). Internal control affects employee performance moderated by the organizational culture at public hospitals in North Sumatra, Indonesia (p < 0.05). The implication is that organizational culture has a role attached to the individual level of an employee and as a strategy to improve employee performance.

Are humorous frontline employees hotels’ secret weapons? Investigating when and why employee sense of humor promotes service performance

Despite the growing efforts devoted to exploring humor, the extant humor literature neglects the impact of employee sense of humor in the workplace, especially in the hospitality industry, an important yet understudied context. Based on person–environment fit theory, our research examines why and when employee sense of humor can influence frontline hospitality employees’ service performance. Our multi-wave research of 232 frontline hospitality employees in two Chinese hotels unveils that employee sense of humor promotes service performance by enhancing person–service job fit. Moreover, customer contact frequency strengthens the direct impact of employee sense of humor on person–service job fit and the indirect effect of employee sense of humor on service performance through person–service job fit. Our research underlines the pivotal role of humorous frontline employees in hospitality organizations.

Overview Of Supervision Of The Performance Of Health Workers At Badrul Aini Hospital

Hospitals as Health Institutions have a strategic role in improving the health status of the Indonesian people. Human resources are a key factor in health services, requiring competent workforce and supported by fellow colleagues. Monitoring is an important step in ensuring the realization of management plans. Employee performance, especially health workers, is a key factor for hospitals, influencing the institution's ability to achieve its goals. This study aims to evaluate the supervision of the performance of health workers at Badrul Aini Hospital, with a focus on improving medical services. In the context of population growth, medical services by public hospitals are crucial. This research used a quantitative approach with descriptive methods, involving 30 respondents from all hospital health workers. The research results show high patient satisfaction regarding the performance of health workers. Discussion includes the role of human resources, the positive impact of supervision on performance, and the need for direct management to improve the performance of public hospital employees.

Evaluation of Occupational Health Safety Management System in Hospitals in Banda Aceh City

The most dominant hospital activity actors at risk of occupational safety accidents (SMK3) are hospital employees such as nurses, cleaning services, patients and visitors. The purpose of this study was to evaluate the application and factors affecting the implementation of occupational health and environmental safety management systems at dr. Zainal Abidin Regional General Hospital, Meuraxa Hospital and Banda Aceh Mother and Child Hospital. The data collection technique uses a mix method that combines quantitative and qualitative data with sequential explanatory strategies. The legal basis is Permenkes No. 66 of 2016, and the data was analyzed using the Likert scale method points 1-5 through SPSS version 26. The results of research at RSUDZA, RSIA, and RSUDM Banda Aceh show that the application of SMK3 is good to very good. However, there are several inhibiting factors that need to be considered by the hospital in order to improve the implementation of the Occupational Safety and Health Management System (SMK3) at RSUDZA, RSIA, and RSUDM Banda Aceh, some improvements can be recommended. First, RSUDZA needs to ensure the stability of K3 field officers and improve the marking of K3 signs. In addition, the unification of the drug room with pharmacy employees must be separated to be more effective. RSIA needs to obtain budget for ceiling repairs so as to block various small dirt falling from roof gaps, avoid splashing rainwater falling through the roof insulators or regulators of heat and cold coming from the roof, roof frame covers to make the space neater and cleaner, sound dampers, both generated by rainwater and other sounds and rearrange the right material placement. RSUDM needs to overcome solid waste piles, improve the marking of K3 rooms, and improve the arrangement of parking areas. In addition, it is important to hire additional security personnel in the ER. All these improvements are expected to improve occupational safety and health conditions in hospitals.

Sustainable Healthcare Resilience: Disaster Preparedness in Saudi Arabia’s Eastern Province Hospitals

In a world increasingly vulnerable to environmental and health crises, sustainable healthcare systems are crucial. This study focuses on the resilience and sustainability of healthcare services in Saudi Arabia’s Eastern Province, assessing their readiness to endure and adapt amidst disaster scenarios. Conducted through a cross-sectional survey involving 522 hospital employees, the research provides an in-depth analysis of various sustainability-related aspects of healthcare preparedness. This includes examining both structural and non-structural safety elements, standard operating procedures, staff training in disaster response, data security, and sustainable management of resources during emergencies. The results reveal a noteworthy commitment to sustainable disaster preparedness: 53.7% of hospitals, predominantly governed by the Ministry of Health, have implemented comprehensive disaster recovery plans. Furthermore, the study found a strong representation of female participants (54.2%) in these hospitals. A significant 64.1% of respondents confirmed the existence of disaster recovery plans in their workplaces, and an even higher percentage, 70.6%, reported receiving specific training in disaster response. These findings underscore the proactive efforts of Eastern Province hospitals in fostering a sustainable and resilient healthcare framework, demonstrating an approach that prioritizes preparedness beyond immediate crisis response. This proactive stance is pivotal in ensuring the continuity of healthcare services amidst the ever-evolving nature of global disasters.

Hubungan Masa Kerja Dan Keikutsertaan Pelatihan Dengan Keterampilan Penggunaan Alat Pemadam Api Ringan (Apar) Pada Karyawan Rumah Sakit Mandalika Nusa Tenggara Barat Tahun 2023

Sytem by humans as managers or occupants of the building. Many of us encounter discrepancies regarding Light Fire Extinguishers (APAR) both in how to use, place, inspect and how to maintain APAR. This had an impact on the failure of the fire extinguishing process at the start of the incident, causing a fire. The purpose of this study is to describe and analyze the relationship between working period, training participation and skills in using Light Fire Extinguishers (APAR) for Mandalika Hospital employees in 2023. This study used analytic observation with a cross-sectional method and usus an observational approach. This study uses univariate analysis and bivariate analysis. The result of the study showed that 33.8% of respondents with long working period were skilled in suing Light Fire Extinguishers while 66.2% were unskilled. Respondents with new working period were 18.4% unskilled, while 81.6% new working period were unskilled with a chi-square P = 0.087 > 0.05. It meant that there was not any relationship between working period and Light Fire Extinguishers use skills. As many as 41.3% of skilled respondents had participated in training on the use of Light Fire Extinguishers, while 58.7% were unskilled. Respondents who had never participated in training but were skilled in using APAR were 20.3% and respondents who had never participated in training were 79.7% unskilled with a chi-square value P = 0.015 < 0.05 indicating that there was a relationship between participation in training and Light Fire Extinguishers use skills.

Commuting and Acceptance of Worksite Physical Activity Opportunities: Insights From a French University Hospital.

Recent research suggests a need for worksite programs that promote structured physical activity (PA) among hospital staff. The objectives of this study were to assess the hospital employees' acceptance of PA opportunities that could be implemented at the worksite, and the association between worksite PA and commuting and other sociocognitive factors. Acceptance of seven PA opportunities from the WHO guidelines was correlated with commuting and socio-cognitive factors through an online survey conducted among the workforce of the University Hospital of Angers, France (N = 6874) between April 25 and May 22, 2022. Only three PA opportunities in the seven proposed reached high approval rates among at least 50% of the 1,427 participants, namely, provide cycle facilities onsite, create a fitness room onsite, and establish partnerships with private associations or sports clubs, albeit rates decreased significantly with commuting distance for the first and the last proposals. The number of approved PA opportunities was positively related to the perceived negative influence of commuting on well-being and self-rated concerns with current PA level. It was negatively related to older age, long commuting, and flexible rest days. Based on these results, we recommend raising PA awareness and self-efficacy before implementing an easily accessible fitness center for employees. Providing cycle facilities and a more walkable environment in the hospital setting while encouraging active traveling between home and work for short commuters could additionally increase the level of physical activity on an equitable and sustainable basis.

Analysis Of Employee Satisfaction To Improve The Quality Of Work At Bhayangkara Hospital Tk II Sartika Asih

This study aims to determine the analysis of job satisfaction in order to improve the quality of work at BhayangkaraTK II Hospital Sartika Asih Bandung. The research method used is qualitative with a descriptive approach. Data collection techniques used are field observations, literature studies, interviews and questionnaires. The sampling technique used purposive sampling technique with the number of respondents as many as 2 hospital employees. From the research results, it was found that job satisfaction analysis was quite effective on the quality of employee work. However, there are a few problems that arise, including: 1) Supporting facilities that are felt to be dissatisfied will hinder employees in their work and reduce job performance (work results in terms of quality and quantity) will decrease and it could be that an employee cannot carry out their duties in accordance with their responsibilities. the answer given to him. 2) Lack of appreciation for work, where appreciation is very important because it can provide enthusiasm and motivation which can produce quality and accomplished workers. The author provides suggestions for these problems, namely: 1) It is better if the Byangkara Hospital tk II sartika asih Bandung strives to create a database of the number and condition of supporting items such as computers and printers in each room and make submissions to the renmin/ICT subsection if the condition of these items badly damaged, but if the item is still possible it can be used and repaired, you can submit it to the ICT department, 2) As an important part of the institution, employees at BhayangkaraTK II Sartika Asih Bandung Hospital must be able to develop a professional attitude and mentality and know the risks of work so that maintaining work safety. So that the positive image of the hospital towards the environment is formed by itself.

THE ROLE OF INTERNAL AUDIT, INTERNAL CONTROL, ORGANIZATIONAL COMMITMENT AND INTEGRITY, IN IMPROVING OPTIMIZATION OF FRAUD PREVENTION AT HOSPITALS IN SIDOARJO

This research aims to determine the influence of internal control, internal audit, organizational commitment and integrity on fraud prevention at Hospital X in Sidoarjo. In this regard, to maximize rational, measurable and in-depth research results, this research uses quantitative methods. The data source in this research is a primary data source obtained from respondents from distributing questionnaires indirectly or utilizing existing communication media. Meanwhile, the sampling technique in the research used a probability sampling technique (single random sampling), namely a certain number of employees at Hospital X in Sidoarjo. Data obtained using a questionnaire processed using SPSS 23 for 43 employees of Hospital X Sidoarjo. So the results obtained are that internal audit has no significant effect on fraud prevention, internal control has a significant effect on fraud prevention, organizational commitment has a significant effect on fraud prevention, and Integrity has a significant effect on fraud prevention at Hospital X Sidoarjo.