Job Morale Research Articles

The Motivational Challenges of Teachers in Junior Secondary Schools in Agbor, Ika South Local Government Area of Delta State

This paper investigated and identifies the key factors influencing teacher motivation in in Junior Secondary Schools in Agbor, Ika South Local Government Area of Delta State. The study aimed at identifying the motivational challenges of Junior Secondary School teacher in Agbor, Ika South Local Government Area of Delta State. The paper adopted the qualitative research approach a descriptive research design and sampled ten (10) teachers selected from five schools with two teachers selected from each school. Primary data was used in the study and data was collected using interviews and the data was analyzed using thematic analysis based on the objectives and research questions of the study. The paper concluded that the current motivational techniques used by the ministry of education and the Nigerian education service are ineffective. The paper concluded that, intrinsic motivations like teachers enjoy teaching as a profession that gives them great deal of satisfaction, teaching giving teachers recognition and respect, teaching giving teachers a sense of control over others and teaching making teachers more useful in the society increase the moral of teachers to a lower extent. The paper also concluded that, extrinsic motivation such as teachers receiving low salaries, lack of free accommodation, lack of prompt payment of salaries, lack of recognition and difficulty in getting financial assistance in difficult times does not increase teachers’ moral to a large extent. The paper also concluded that, the motivational techniques used by the Nigerian education service in Agbor, Ika South Local Government Area of Delta State include the fact that, teacher promotions are based on the number of years of teaching in the school and not on performance, teachers are not rewarded for putting in extra efforts in teaching, headmasters/mistresses punish teachers when they go wrong and teachers are not allowed to take part in key decision making. The paper concluded that, teachers are not motivated by the motivational techniques used by the Nigerian Education Service and in addition, teachers do not also feel the urge to remain teaching in their various schools because of the existing motivational used in their schools. The paper recommended that, the ministry of education of Nigeria should to immediate steps to implement actionable and immediate solutions including recognition of good work done, payment of competitive salaries and involvement of teachers in decision making. To improve on motivation and reduce teacher dissatisfaction and improve job morale, the study recommended that both the Agbor, Ika South Local Government Area of Delta State, Nigeria education service and the ministry of education should make efforts to find out what motivate each teacher since different teachers have different backgrounds, personal attitudes and expectations and efforts must be made to provide such motivational needs to all teachers in the Agbor, Ika South Local Government Area of Delta State.

Perceived Effects Of Withholding Teachers’ Annual Salary Increment On Their Job Morale In Public Secondary Schools In Arusha Region, Tanzania

This study examined the perceived effects of withholding teachers’ annual salary increment on their job morale in public secondary schools in Arusha region, Tanzania. This study was guided by Expectancy Theory by Vroom (1964). The study adopted convergent research design under mixed methods approach. The target population was 5057 with sample size 513 respondents. Random and non-random sampling techniques were used to sample teachers, HOSs, WEOs, SAMs TSCs officers, DEOs, DEDs. Content and face validity for quantitative data collection instruments were ensured by three research experts in MWECAU. Reliability of the questionnaire were tested by using Cronbach’s Alpha Technique with coefficient of 0.88, 0.85, and 0.9 were obtained for teachers, HOSs, and WEOs questionnaires respectively and reliability of qualitative data was done by triangulation. Descriptive and inferential statistics were used to analyze quantitative data. Pearson correlation was used to test hypothesis. Thematic analysis was used to analyze qualitative data and direct quotations were used to present data. The study found that withholding teachers’ annual salary increment had several effects including lowered teachers’ job morale in teaching. The study concluded that, there was a significant relationship of 0.557 between the mean scores of perceived effects of withholding teachers’ annual salary increment and teachers’ job morale in teaching. The study recommends the local government authority should facilitate in resuming teachers’ annual salary increment by convincing the central government. The MoEST should resume teachers’ annual salary increment so as to revive teachers’ job morale in teaching in public secondary schools in Arusha region.

Job Burnout and Job Satisfaction among Healthcare Service Providers in a Daycare Center for Individuals with Autism Spectrum Disorders in Low-Resource Settings

Job satisfaction and burnout are components of job morale. In general, and among healthcare provider personnel, these are psychological factors of the job and under the influence of different conditions and the organizational management of the healthcare systems. Both job burnout and job satisfaction among healthcare service providers have received scant attention in the literature, particularly in the healthcare systems of the Kurdistan Region of Iraq (KRI) as one low- or middle-income country (LMIC). The burnout rate and job satisfaction in a daycare center for children with autism spectrum disorders were reviewed and measured using a sample consisting of 34 employees from three different sections. The Maslach Burnout Inventory-Third Edition (MBI-3) and the Job Descriptive Index (JDI) were used. The relationships between the two scales and their consisting factors were examined using Pearson Correlation and Chi-square test to understand the correlation and levels of significant difference between the expected and the observed frequencies. There was a significant negative correlation between job burnout and satisfaction with the job and some significant correlations between the factors of the scales. Lower levels of emotional exhaustion and depersonalization factors of the burnout scale were statistically correlated. It was shown that the personnel were mainly satisfied with their jobs through their choices in the four parts of the job satisfaction scale. Further investigations are needed to understand different contributing factors to job satisfaction and burnout among healthcare providers in KRI. The current study might highlight the importance of understanding the healthcare providers' perspectives on their careers.

Job morale of physicians and dentists in Kazakhstan: a qualitative study

Job morale is thought to be particularly low in Kazakhstan, adversely affecting job motivation, job satisfaction and burnout rates. Previous research suggests that high job morale has a better effect on patient outcomes and care quality. We, therefore, conducted a qualitative study to explore experiences underpinning positive and negative job morale, and to generate potential strategies for improving job morale of physicians and dentists working in public healthcare settings in Kazakhstan prior to the COVID-19 pandemic. Three focus groups containing 23 participants and 30 individual interviews were conducted, evidencing respondents' explanations of what affects job morale, and possible strategies to improve it. Data was synthesised using a thematic analysis. The themes about what influences job morale were: being unfairly rewarded for work; feeling vulnerable and undervalued; poor working styles and practices; and high internal value-based motivation. Various strategies were identified by participants to improve job morale, and these included: ensuring adequate and equitable financial income; improving the current malpractice system; eliminating poor working styles and practices; and creating a shared responsibility for health. The current study has found that despite prevailing threats, job morale amongst physicians and dentists working in public healthcare settings in Astana have been prevented from becoming negative by their strong sense of calling to medicine and the satisfaction of helping patients recover. Emphasising this rather traditional understanding of the role of physicians and dentists may be a way to improve job morale throughout training and practice.

Occupational Health and Safety Receptivity towards Clinical Innovations That Can Benefit Workplace Mental Health Programs: Anxiety and Hypnotherapy Trends.

Anxiety is one of the most common mental health conditions experienced by people in Australia during their working years according to the Australian Bureau of Statistics (ABS) and employers recognising that mental health impacts their organisation’s bottom line are increasingly interested in programs to promote better mental health, well-being, and productivity. Beyond management concern for productivity, statutory protection is necessary to safeguard mental health, under the Australian Occupational Health and Safety (OHS) Act, organisations have a duty to eliminate or minimise risks to psychological (mental) health by designing effective workplace systems and Occupational Health and Safety (OHS) practitioners are central to the design and responsibility in managing these systems. Despite literature indicating the benefits of OHS workplace mental health initiatives, such as improved overall health, reduced absenteeism, increased job satisfaction and morale, there remains a lack of empirical research around program measurement, and their effectiveness in this area has been brought into question. The OHS function is interested in improving research around the relationship and connection between work performance and mental health but: there are few studies regarding performance outcomes of mental health OHS services within management journals and insufficient information around the prevalence of psychological morbidity in the workplace and its impact. The purpose of this study was to assess OHS perception regarding anxiety and reveal perceptions and receptivity towards alternative therapies and solutions being used in clinical practice to deal with anxiety such as cognitive behavioural therapy (CBT) with a focus on Hypnotherapy.

CONFLICT MANAGEMENT STYLES AMONG NURSES AT A TEACHING HOSPITAL, CHITWAN

Background: Nursing professionals are vulnerable to conflict due to nature of work, working environment and diversity of interaction. If conflict management is done properly adopting the effective conflict management style, it would enhance the job morale and promote the effective growth of any health institution. Hence, this study was aimed to find out the conflict management styles among nurses at a Teaching Hospital, Chitwan. Methods: A descriptive cross-sectional study design was used to identify the most preferred conflict management style among 50 nurses at a Teaching Hospital of Chitwan using non-probability convenience sampling method. The data was collected from 6th Dec 2020 till 19th Dec 2020 through self-administered questionnaire and standardized tool of Rahim Organizational Conflict Inventory II. The data analysis was done using descriptive statistics. Results: Among 50 respondents, the median age was 23.0 years. Regarding conflict management, among the five conflict management, collaborating style (4.17±0.38) was the most preferred one followed in rank order by compromising style (3.70±0.52), accommodating style (3.55±0.38), avoiding style (3.27±0.59) and competing style (3.06±0.77). Conclusions: The findings concluded that collaborating and competing style was the most and the least preferred conflict management style respectively while handling conflict among peers during clinical hours. Thus, it is important that nurse managers and hospital authority would pay attention towards promotion of effective conflict management style for nursing professionals through training and in-service education sessions.

Job demands and job resources for job satisfaction and quality health outcomes among nurses during COVID-19: A cross-sectional study in Indian health settings.

Coronavirus disease 2019 (COVID-19) pandemic has created unprecedented challenges for the Indian health-care system. Nurses, being vital partners of health care, experience tremendous challenges and job stress to deliver quality health care with limited resources. Drastic surge in health-care demands during COVID-19 pandemic amplified the challenges for nurses, yet it remains a neglected area of concern. Job resources like working conditions, team support, and job demands like workload, stress, and ethical dilemmas greatly affect the job satisfaction and health outcomes in nurses. The study aims to identify the job demands and resources among nurses in connection to COVID 19. A quantitative cross-sectional design was adopted to assess the impact of job demands and resources among registered nurses (N = 102). Those in the age group of 21-58 years and working in regular and COVID-19 patient care were included. Semi-structured interview schedule was used, and psychological impact was assessed through DASS-21 scale. Data analysis was done by descriptive and analytical statistical applications using Statistical Package for the Social Sciences (SPSS) 20. The level of significance was P ≤ 0.05. The study findings revealed that 66.67% of the nurses frequently experienced work pressure, 72.55%experienced frequent moral distress, and 80.4%were dissatisfied due to being non-participatory inpatient care decision making. Of all, 67.3% agreed that they hadjob dissatisfaction and 79.4% felt conflicting work climate. Nurses, being key players in the health care, experience constant challenges in the delivery of safe and quality patient care. Addressing the challenges of job stress and promoting job resources can positively impact their job satisfaction, perceived autonomy, job morale, and commitment, which directly influence positive health outcomes.

Job Morale of Physicians and Dentists in Kazakhstan: A Qualitative Study

Job Morale of Physicians and Dentists in Kazakhstan: A Qualitative Study

The Effect of Compensation And Intrinsic Motivation on The Performance of Employees With Job Morale as a Mediation Variable (Study on Cooperatives in Pejaten)

This study aims to determine and explain the effect of compensation and intrinsic motivation on morale, to find out and explain the effect of compensation, intrinsic motivation, and morale on employee performance at Cooperatives in Pejaten Village, and to know and explain the role of work spirit in mediating the effects of compensation and intrinsic motivation on employee performance at the Cooperative in Pejaten Village. The population in this study were all employees who worked at the Cooperative in Pejaten Village, as many as 50 employees. The sampling technique used is a saturated sample (census) where the entire population is used as a sample of research, amounting to 50 people. The data used were primary data obtained from questionnaires to determine respondents' perceptions of the variables under study and secondary data obtained from documents and other information available at the Cooperative in Pejaten Village. The research hypothesis testing uses Partial Least Square (PLS) applications. The results showed that: (1) compensation has a significant positive effect on employee morale (2) intrinsic motivation has a positive and insignificant effect on employee morale (3) compensation has a positive and significant effect on employee performance (4) intrinsic motivation has a positive effect and not significant to employee performance (5) work morale has a negative and significant effect on employee performance, (6) work morale is not a mediation between compensation to employee performance (7) work morale is not a mediation between intra-motivation to employee performance.

EMPLOYEES ATTITUDE TOWARDS STRESS AND ABSENTEEISM DURING COVID-19 CRISIS IN INDIAN HEALTHCARE INDUSTRY

The recent Covid-19 pandemic has created shockwaves across the globe and caused mental stress and depression leading to significant impact on an employees personal and professional life. Stress has profound impact on employees job performance, morale, job-satisfaction, behaviour, commitment and long-term productivity. Its malicious impact on employee wellbeing, job conduct and absenteeism cannot be ignored.The covid-19 crisis has imposed myriad of challenges on the healthcare professionals and stress levels have invariably soared, leading to depression, absenteeism, attrition, illness and lower morale to tackle the daily challenges in the healthcare industry. Thus, it becomes mandatory to focus on employees mental health, their attitude towards stress and absenteeism, especially during the crisis. The study attempts to understand the impact of work pressure of health-care workers during current pandemic as they have suffered maximumwork-stress due to overtime, workload and distressful work environment, leading to low job morale and absenteeism. The research design adopted is empirical involving a survey conducted on 108 healthcare workers through stratified sampling technique in sub-groups such as doctors, nurses, and frontline workers of private and government hospitals in the IT capital of India, Bangalore. The data was evaluated using descriptive analysis, regression test, correlation test, ANOVA, Chi square test through SPSS software.Findings show that the stress level among the employee in health-care sector leads to absenteeism and it has been particularly high during the current pandemic. Thus, healthcare sector should focus on such HR interventions that de-stress these employees and improve their morale to reduce absenteeism.

Registered nurses\u2019 role experiences of caring for older stroke patients: a qualitative study

BackgroundWith China’s population ageing rapidly, stroke is becoming one of the major public health problems. Nurses are indispensable for caring for older patients with acute and convalescent stroke, and their working experiences are directly linked to the quality of care provided. The study aims to investigate registered nurses’ experiences of caring for older stroke patients.MethodsA qualitative descriptive design was adopted. Data were collected via semi-structured interviews with 26 registered nurses about their lived experiences of caring for older stroke patients. Thematic analysis was used to analyze the data.ResultsTwo main themes were identified. First, the nurses identified an obvious gap between their ideal role in elderly care and their actual practice. The unsatisfactory reality was linked to the practical difficulties they encountered in their working environment. Second, the nurses expressed conflicting feelings about caring for older stroke patients, displaying a sense of accomplishment, indifference, annoyance, and sympathy. Caring for older stroke patients also affects nurses psychologically and physically. The nurses were clear about their own roles and tried their best to meet the elderly people’s needs, yet they lack time and knowledge about caring for older stroke patients. The factors influencing their working experiences extend beyond the personal domain and are linked to the wider working environment.ConclusionsSustaining the nursing workforce and improving their working experiences are essential to meet the care needs of older people. Understanding nurses’ lived working experiences is the first step. At the individual level, nurse mangers should promote empathy, relieve anxiety about aging, and improve the job satisfaction and morale of nurses. At the institutional level, policymakers should make efforts to improve the nursing clinical practice environment, increase the geriatric nursing education and training, achieve a proper skill mix of the health workforce, and overall attract, prepare and sustain nurses regarding caring for older people in a rapidly aging society.

Correlation Research on the Practice of School Administrative Ethics and Teachers’ Job Morale and Job Involvement

Being in such a highly competitive knowledge economic era with changing social value and fast information spread, the relationship between school teachers and staff is different from it in the past and the dilemmas and difficulties encountered by schools are increasing. School administrators have to face problems and accept challenges on policy promotion and work execution and even have to immediately make decisions on certain issues. School administrators’ decisions mostly involve in people that the considerations are broad, e.g. conforming to education objectives, taking care of different learners’ needs, and satisfying various stakeholders. Aiming at university teachers in Shandong Province as the empirical objects, total 360 copies of questionnaire are distributed for this study. 254 valid copies are retrieved, with the retrieval rate 71%. According to the research results, suggestions are proposed, expecting to help domestic universities and colleges enhance the practice of administrative ethics, stimulate and promote the administrative effectiveness of schools, and enhance the overall effectiveness.

Job Morale - Employees Energy Driven Tool for Better Productivity in Automotive Industry

In Business, to attain the target, the organizations’ facing major concern in both quality and quantity is Job Morale. Business depends intensely on the proficiency of the production department to ensure that items are fabricated in numbers to meet the demand of the market. Whether the production department is whole responsible for entire cause certainly not, the produced items should meet quality which is in the hand of quality, maintenance, and then logistic, research and development, marketing likewise the entire organization takes responsible. In the event that these representatives do not have the Job Morale to create finished items to fulfill the need, at that point an issue prompting unproductive results is a big challenge. The primary objective of this study is to find out the employee’s perception on organizational climate which includes constraints rules and regulations. This study has been carried out with 110 respondent and proper tools of statistical has applied to drive the expected outcome based on the objective of the study. Conclusions were drawn based on the result and recommendation of our research work.

Job morale: a scoping review of how the concept developed and is used in healthcare research

BackgroundThe job morale of healthcare staff is widely seen as an important factor for the quality of care. Yet, there are different understandings of what constitutes job morale, which hinders systematic research and comparisons. We therefore conducted a scoping review of how the concept of job morale has developed over time and how it is used in healthcare research.MethodsA scoping review was conducted to identify relevant literature. Data were gathered on study design and context, objectives, definitions of morale, outcome measures and key findings. Data was synthesised using a descriptive analytical framework.ResultsNinety-three unique studies met eligibility criteria for the present review. The literature outlines four main periods of the evolution of the concept of job morale: The First World War and the interwar years; Second World War; Aftermath of the Second World War; and Contemporary period. The concept of job morale originated in a military context and was later applied to and specified in the healthcare literature. The concept has been applied to individuals and groups. The understandings used in healthcare vary, but overlap. Methods for assessing job morale in healthcare include quantitative scales, indirect measurements of consequences and predictors of morale, and qualitative approaches. Existing studies have mainly focused on the job morale of general practitioners, nurses and mental health professionals in high-income countries.ConclusionsAlthough the understandings of job morale in healthcare are heterogeneous and inconsistent, the concept appears to have been useful over longer periods of time and in different contexts. Which precise understanding of job morale is useful, depends on the given research purpose, and studies should make explicit which exact understanding they apply. Systematic research on job morale is required to facilitate measures to improve and maintain high levels of morale across different professional groups, including professionals in low- and middle-income countries.

Indicators Associated With Job Morale Among Physicians and Dentists in Low-Income and Middle-Income Countries

Improving health care in low- and middle-income countries (LMICs) requires a workforce with positive job morale. However, the level of job morale in this population remains unclear. To analyze studies measuring the job morale of physicians and dentists working in LMICs, using levels of job burnout, job satisfaction, and job motivation as indicators of job morale. A comprehensive search of Scopus, PubMed, PsycINFO, EMBASE, Web of Science, and the Cochrane Library, from database inception to October 30, 2018, and gray literature was performed. Studies were eligible if at least 50% of the sample were qualified physicians and/or dentists working in public health care settings in LMICs. Three indicators of job morale in this population were used: job burnout, job satisfaction, and job motivation. Of 12 324 records reviewed, 79 studies were included in the systematic review and 59 were eligible for the meta-analysis. Data were extracted independently by several investigators in accordance with the Meta-analyses of Observational Studies in Epidemiology (MOOSE) reporting guidelines. Random-effects meta-analyses, planned subgroup analyses, and metaregression were performed. The Quality Assessment Tool for Observational Cohort and Cross-Sectional Studies was used to assess bias. Levels of job burnout, job satisfaction, and job motivation as indicators of job morale. Overall, 12 324 records were identified. Of them, 80 records, representing 79 studies and involving 45 714 participants across 37 LMICs, met the inclusion criteria for the review; however, only 3 were from low-income countries. In 21 studies with 9092 participants working mainly in middle-income countries, 32% (95% CI, 27%-38%; I2 = 95.32%; P < .001) reported job burnout, and in 20 studies with 14 113 participants, 60% (95% CI, 53%-67%; I2 = 98.21%; P < .001) were satisfied with their job overall. Sufficient data were not available for a meta-analysis of job motivation. The findings suggest that, among physicians and dentists working mainly in middle-income countries, more than half reported having positive job morale. Positive job morale among physicians and dentists may help with recruitment and retention and thus support programs for improving health care in LMICs.

Job morale of physicians in low-income and middle-income countries: a systematic literature review of qualitative studies

ObjectivesTo systematically review the available literature on physicians’ and dentists’ experiences influencing job motivation, job satisfaction, burnout, well-being and symptoms of depression as indicators of job morale in low-income and...

Prognosticating job satisfaction and morale determinants of public Technical Vocational Education and Training (TVET) educators

Rewards are a function of job satisfaction and morale. As a result, it is generally accepted that dissatisfaction with intrinsic and extrinsic rewards offered by the employer results in employee reduced job satisfaction and morale. This paper endeavors to contribute to an understanding of the effect of extrinsic and intrinsic rewards on the job satisfaction and resultant morale of employees in an organization. The paper focuses on a case study organization that adds value in the South African context. The paper reviews theoretical and empirical rewards literature and their relationship with the job satisfaction and morale of employees (n = 265). A quantitative research design approach which is rarely used in this type of research was adopted. A self-administered Job Descriptive Index (JDI) was utilized in collecting data. The JDI measures people’s satisfaction with five (5) different aspects of the job, which are detailed in this paper. Data were processed using Software Package for Social Sciences (SPSS) version 23. The study revealed that both extrinsic and intrinsic rewards significantly influenced the job satisfaction and morale of public TVET educators in Western Cape public TVET institutions. Besides extrinsic rewards such as pay and bonuses, intrinsic rewards such as the job itself, supervision, career progression opportunities and relationships among principals and staff, and among educators and learners were found to be also instrumental in enhancing the job satisfaction and morale of educators.

An empirical study on factors influencing level of employee engagement with reference to select organization

There is no exact definition for the term Employee engagement yet. The term Employee engagement means that the employee feel the belongingness towards the organization always strives to the growth of their organization. An Engaged employee means one who fully enthusiastic about their work and takes positive action for organizations reputation and interests. Employee engagement first appeared as a concept in management theory in 1990s. Employee engagement practices are well established in the management of human resources. &#x0D; An organization with high employee engagement might have higher productivity than the organizations having less employee engagement level employees. Whereas employee engagement is directly proportional to the organizations productivity as higher the engagement level of employee results higher efficiency and productivity. Also the employee engagement may directly or indirectly relate to the job satisfaction or morale of employee. By understanding the importance of employee engagement many organizations are doing engagement practices such as providing great work place culture, employee development programs to enhance the engagement level of employee to raise productivity and daily performances.

Do Librarians Feel that Their Profession Is Valued in Contemporary Schools?

ABSTRACTTeacher librarians are qualified educators, however their educational contribution many not be well known or acknowledged, and they receive scant consideration in the educational research literature. As perception of the valuing of one’s profession can influence job satisfaction and morale, this study explores teacher librarians’ perceptions of the valuing of their profession in contemporary schools. The teacher librarians interviewed did not typically feel secure in the knowledge that their profession is valued, identifying a range of factors that contributed to this perspective. Respondents often perceived a high level of vulnerability when comparing themselves to their classroom teacher colleagues. Staffing vulnerability, their status as educators outside the classroom, patchy teacher support, low administrator regard and understanding, and the decline of valuing of the profession over time were raised as potential issues influencing teacher librarians’ morale. However, teacher librarians often sought to be more effective advocates for their role, refusing to passively accept the status quo. Findings suggest that school administrators may play a powerful role in promoting the valuing of this profession.

Effects of Reducing the Length of the Questionnaire by Multiple Matrix Sampling on the Validity of Structural Equation Modeling for Factors Affecting Job Morale

The research was designed to examine the effects of question setting using different conditions into 10 sets on the validity of structural equation modeling for factors affecting job morale. The data was collected from 690 personnel working in regional Statistical Offices around Thailand by using cluster random sampling. The tool used in collecting data was the questionnaire with 95 items and 5 levels of rating scale. The discrimination value was between 0.244 and 0.860 and the reliability: α was from 0.699 to 0.900. Data analysis was conducted by the use of descriptive statistics and structural equation modeling by Mplus 7.4 program. The findings showed that the structural equation modeling with question setting in 3 sets of sub-questionnaires, cooperated with item sampling without replacement and non-fixing core items, conformed to the empirical data the most and that overall relationship between the structural model parameter and the model parameter from the complete questionnaire was high in a positive way.