Job Position Research Articles

Mental health nurses' attitudes towards consumers with co-existing mental health and drug and alcohol problems: Adescriptive study.

BACKGROUND: Dual diagnosis is a global health concern. This descriptive research assessed mental health nurses' attitudes towards consumers with dual diagnosis in Australian mental health settings. The research question was: What is the attitude of mental health nurses towards consumers with co-existing mental health and drug and alcohol problems? This cross-sectional survey included 103 mental health nurses who work with consumers with dual diagnosis. Participants were recruited from various mental health settings through convenience sampling. The Comorbidity Problems Perceptions Questionnaire was used to assess attitudes. Descriptive data and multiple regression analyses were conducted. We utilized the consensus-based checklist for reporting results of this study. Mental health nurses positively perceived consumers with dual diagnosis. Factors associated with a positive attitude were a higher level of work experience, feeling that one's role is adequate, perceiving one's role as legitimate, receiving increased support in one's position, having high work motivation, possessing high task-specific self-esteem and experiencing higher levels of work satisfaction. Work experience predicted role adequacy. Position predicted role support. The work sector predicted role-related self-esteem. As mental health nurses gain work experience; they develop positive attitudes that boost their self-esteem and sense of importance towards consumers with dual diagnosis. This constructive mindset also positively affects their work motivation and job satisfaction towards consumers with dual diagnosis. Conducting interventional studies is necessary to examine how clinical experiences, work environments, and job positions can impact attitudes, aiming to improve mental health nursing interventions towards consumers with dual diagnosis. The study found that mental health nurses' positive attitudes towards consumers with dual-diagnosis are influenced by their experience and knowledge. Moreover, mental health nurses who feel supported, motivated and confident in their roles are more likely to provide high-quality care to consumers with dual diagnosis. Mental health nurses could provide better care and support if they took a proactive approach and addressed the challenges associated with this consumer population. To be successful in their roles, mental health nurses require access to resources and support from healthcare organizations. As a result, their job satisfaction and attitudes towards consumers with dual diagnosis will be enhanced. In this way, consumers as well as healthcare organizations will benefit.

Khoảng cách giới trong tham gia bảo hiểm xã hội ở Việt Nam

This study applied an Extension of the Oaxaca-Blinder Decomposition method to the Labour Force Survey 2020 data to decompose the gender gap and estimate the impacts of factors on the gender gap in social insurance participation in Vietnam. The results showed there was a gender gap in social insurance participation between male and female group of workers in Vietnam. Although there were some differences between the two samples according to the age of workers, there were three groups of determinants of the gender gap including individual characteristics, household structure characteristics, and characteristics of differences in the labor market. The 6 observed characteristics with the greatest impact belonging to the 3 groups of determinants above are income level, job position, economic sector, education level, the number of school-age children in the household, and the number of elderly in the household. Furthermore, this study discussed policy implications for narrowing the gender gap in social insurance participation in Vietnam.

The Existence-Relatedness-Growth Theory for Job Satisfaction and Motivation of Greek National Healthcare Service Employees in the Context of Severe Financial Constraints.

The hospital environment is often quite complicated due to interdisciplinary workflow procedures and multitasking staff, which are exacerbated during periods of economic crisis. This study aimed to examine the motivation and job satisfaction factors of Greek National Healthcare Service (NHS) employees in relation to the Existence-Relatedness-Growth (ERG) theory of motivation during a period of severe financial constraints. A cross-sectional study was conducted in three public hospitals in Greece from 2018 to 2019, utilizing a survey tool to measure the factors of motivation and job satisfaction among Greek NHSemployees. The study also aimed to identify the most relevant motivational theory applicable to the complex Greek hospital environment. Exploratory factor analysis (EFA) was employed to extract the structural factors of the survey tool, and analysis of variance (ANOVA) was used to identify statistical differences between the means of three or more independent groups. A sample of 363 Greek NHS employees participated in this study. Statistically significant differences were detected between hospital units and job satisfaction factors, as well as between the functions of hospital clusters and job positions. Specifically, managerial staff presented higher levels of job satisfaction, while nursing staff had the lowest scores in terms of psychological contracts when compared to medical and administrative staff. This study demonstrated that job satisfaction in Greek public hospitals, in a context of severe financial constraints, was mainly driven by strong interpersonal connections and employee trust in management, despite significant cuts in salaries, staff numbers, and hospital budgets.

Health and Safety Education for Painting Workers in Small Companies to Make Them Aware That Paint Is "Dangerous and Harmful".

Workers in painting companies may be unaware that the paints they handle have adverse health effects. The present study explored the factors associated with workers' perception of paints as "dangerous and harmful". A questionnaire survey and interviews were conducted with workers engaged in painting operations in small-sized painting companies (fewer than 50 employees) in northern Kyushu and Yamaguchi prefectures. Safety and health education methods making workers perceive paint as "dangerous and harmful" were clarified. Fisher's exact test and logistic regression analysis were used for the survey and hierarchical cluster analysis for the interviews. The factor "Hazard prediction activity (KY Activity)", gender, and job position were identified as factors that make workers perceive paint as "dangerous and harmful". Based on the interview results, "KY Activity" was a keyword and a standardized safety and health activity. Before work, workers gather in a small group to discuss the dangers and hazards of paint, share information, establish action goals, and confirm safety measures. The questionnaire identified "KY Activity" as a factor influencing the workers' perception of paint as "dangerous and harmful". "KY Activity," also extracted from the interviews, is an effective health and safety education method for teaching workers in small-sized painting companies that paint is "dangerous and harmful".

PhD holders at the boundaries and knowledge brokering

ABSTRACT Over the past decade, there has been an increase in the number of PhDs pursuing careers at the boundaries between academic and non-academic sectors, particularly with multiple transitions and dual appointments. However, the professional links that PhD holders pursuing non-academic careers maintain with academia and how these relate to different knowledge brokering activities across sectors remain unexplored. To fill this gap, 39 PhD holders working beyond academia in Spain in the fields of Social Sciences, Humanities, and STEM were interviewed. The results revealed that PhD holders navigate diverse professional links with academia, including both organisational and individual-based links, and are involved in a variety of knowledge brokering activities gathered in four distinct qualitative profiles: the professional co-creator, the valuable knowledge holder, the bridge builder, and the knowledgeable associate lecturer. The profiles highlighted a complex relationship with academia, suggesting that in some cases deploying academic links does not secure or explain brokering activities. Moreover, results underscore the influence of career factors such as the organisational culture and support, the research performance in their primary job position, and the disciplinary background. Several research and practical implications of the study are discussed.

JOB SHADOWING AS A METHOD IN FURTHER EDUCATION

In response to the advanced shifts within the professional era, this study underscores the novel application of job shadowing as a medium of further education. By providing an understanding of the shifting requirements for practical knowledge in career building, this research represents the various scenarios of job shadowing for advanced professional growth. This study employed a mixed-methods approach employed quantitative surveys and qualitative interviews. The responses of 63 professionals from various industries involved in job shadowing were thoroughly analysed. The responses demonstrate the significant impact of job shadowing on acquiring skills and developing career trajectories. The respondents emphasise the importance of acquiring extensive practical knowledge, obtaining precise and reliable information about various professional job positions, and increasing their confidence to the most extent. Further, job shadowing is also helpful in expanding professional networks. This approach also contributes to a broader scenario on career-building journeys. Other than these positive outcomes, challenges were also underlined. These include a limited number of opportunities and not enough knowledge of employees in this field. This study represents the shifting position of job shadowing and recommends practical suggestions for establishing its efficiency in the professional corporate world. This study provides a detailed overview of the benefits, challenges, and solutions aligned with job shadowing. The study also highlights the important role of new strategies in further education in the recent discussion.

An egalitarian talent selection model to support learning organizations

Purpose This study aims to develop a talent selection model for learning organizations capable of connecting two groups, candidates in a talent hiring process and managers of the hiring company, in a reliable process, promoting organizational learning and increasing employee satisfaction. Design/methodology/approach This paper integrates egalitarian principles, an artificial intelligence mechanism founded on stable matching algorithms, and evaluating critical soft skills to enhance recruitment practices within learning organizations. The authors conduct a numerical real-world application in Python to showcase the model’s effectiveness. Five candidates were evaluated for five job positions. Moreover, 26 soft skills were analyzed by the five company leaders, relating them to the requirements of each job position and by all candidates, as a self-assessment process. Findings The model promoted egalitarian talent management because it motivates the candidates to choose the preferred position in a company, and the employers hire the best candidate. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The benefits of the process can be considered isolated (parties’ satisfaction) or a part of a company’s effort to stimulate an egalitarian culture in organizational values. Practical implications The information generated by the model is used to refine its selection process and improve its understanding of the job requirements and candidate profiles of the company. The model supports this idea, using the concepts of indifference, stability, egalitarianism and the soft skills required and identified to be more effective and learn about themselves. Social implications This paper discusses an egalitarian point of view in the recruitment process. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The process’s benefits can be considered part of a company’s effort to stimulate an egalitarian culture in organizational values. Originality/value This paper brings an excellent future perspective and points to the company’s development of talent retention. The model simultaneously solves the evolution of talent management processes through new technologies and soft skills emerging in the postpandemic scenario.

Substances use among a sample health care workers in Iran: prevalence, pattern of use and gender differences

ABSTRACT Background Substance use (SU) among HCWs leads to reduced productivity and overall health and, moreover, is a negative role to promote SU reduction. Aim This study aimed to estimate the prevalence of SU and assess its determinants among HCWs. Methods The study analyzed data related to the first phase of the SHAHWAR Cohort study which included 1177 university employees. Results The prevalence of current tobacco use is 11.6% (2.7% in women, and 24.5% in men), and the prevalence of lifetime tobacco use was 19.8 (6.3% in women, and 39.3% in men). The ratio of hookah: cigarette use in women is about seven times that of men. The self-reported current tobacco, alcohol and opium use were 11.6% (M: F ratio > 9), 2.6% (M: F ratio > 6) and 1.4% (M: F ratio > 7) of total subjects. There was a significant difference in substance or alcohol users based on gender, job position, working schedule, employment status, marital status and education levels. There was a negative correlation between job security and stability in terms of work status among workers with substance or alcohol use. Conclusion Since implementation of preventive interventions knowing the high-risk groups and occupational risk factors, the results of the present study may meet this need.

Evaluation of Firms Supports Policies

Purpose: This study evaluates, analyzes, and measures support policy for small and medium enterprises in Hanoi to propose some recommendations to help small and medium enterprises improve business performance and expand scale. Theoretical Framework: In terms of scale, among the SMEs operating in the area, SMEs in the non-state sector account for the largest proportion, estimated at about 97.2%. This shows that SMEs in the non-state sector contribute an important part to Hanoi's economy. The average production and business capital of non-state-owned SMEs increased by 10.2%. This may represent the development and performance enhancement of firms in this area. Method/Design/Approach: A survey was conducted with the participation of 210 employees of SMEs in Hanoi, including the board of directors and sales department heads. Analytical methods such as descriptive statistics, independent t-tests, and ANOVA analyses are used to test and measure the scales. Results and Conclusion: Research results show that support policies for small and medium enterprises in Hanoi are highly appreciated. There is no statistically significant difference in the support policy for small and medium enterprises in Hanoi between these different genders, ages, job positions, business operating times, and business sectors. Research Implications: This research uses the contents of the support policy for small and medium enterprises in Hanoi and the business performance of SMEs in Hanoi based on prior studies in the realm of firms. Within the context of the digital transformation of the entire society and industrial revolution 4.0, these variables are useful solutions for SMEs. Originality/Value: This study uses a new research methodology to evaluate and measure the support policy for small and medium enterprises in Hanoi. The paper's primary contribution is findings that benefit the SMEs in Hanoi in the improvement of their scale expansion and business performance.

Burnout in emergency physicians in Hong Kong—A cross‐sectional study on its prevalence, associated factors, and impact

AbstractObjectiveTo evaluate the prevalence of burnout, its underlying personal or occupational stressors, and impact on individual well‐being and patient care.DesignCross‐sectional survey.ParticipantsAll emergency physicians in the public and the private sector in Hong Kong.MethodSelf‐administered, anonymous, voluntary questionnaires were distributed in physical and electronic forms from April to June 2022. Burnout was assessed by the Maslach Burnout Inventory (MBI). Stressors were assessed by questions on demographic, occupational, and social background. Impact was assessed by the Patient Health Questionnaire‐9 (PHQ‐9) for depression and questions on job satisfaction and self‐perceived patient care.ResultsThe response rate was 37.8% (n = 241). Prevalence of high overall burnout was 28.2% (n = 68), with 47.7% (n = 115) having high emotional exhaustion, 63.1% (n = 152) high depersonalization, and 56% (n = 135) low personal accomplishment. A higher burnout rate was observed in younger age, female, not married, job position (associate consultant, resident specialist, and higher trainee), working on shift duty, more night shifts, and consecutive shifts. Burnout is also associated with depression, suicidal idea, consideration of quitting, less job satisfaction, and less favorable patient care (p < 0.05).ConclusionBurnout is prevalent in emergency physicians in Hong Kong, and its impact on individual well‐being and clinical care was evident. A higher burnout rate was observed in younger doctors and also fellows. Identified stressors such as shift pattern should be addressed and potentially improved. Further strategies should be explored to reduce burnout in our colleagues.

Individual differences in learning agility at work: A mixed methods study to develop and validate a new scale

AbstractThe unprecedented complexity of today's business and working environment increases the need for leaders and employees to learn new skills, be adaptable, and open to embracing change. New abilities and mindsets emerge, and their evaluation is challenging. This research utilized an exploratory sequential mixed methods design to develop and provide a preliminary validation of a scale measuring individual differences in learning agility (LA) at work. The measure has been tested in Central‐Eastern European countries, Italy, and Egypt. Results showed satisfactory reliability and nomological validity. The final scale of 11 items provides HRD researchers and practitioners with a reliable and concise tool suitable for investigating individual differences in LA across different job roles and positions. The scale has been tested in a cross‐cultural setting and is available in English, making it especially appropriate for multinational contexts.

Ambient conditions of the operating theatre and its correlation with fatigue and sleep quality of operating room workers: a cross-sectional survey.

Anesthesia providers face numerous occupational hazards, including exposure to anesthesia gases, which can lead to fatigue. These professionals face challenges such as night shifts, OR stress, limited mobility and sunlight access, high workload, inadequate rest breaks. Health-related sociodemographic variables, such as smoking, sleep patterns, and obesity. Our research aims to explore various risk factors associated with fatigue among operating theatre workers including sleep quality. A cross-sectional study was conducted on 227 of operating room healthcare professionals from five tertiary hospitals in Saudi Arabia, for a period of 6 months, between January 1, 2023 to June 1, 2023. The study used a five-point Likert scale sheet and the FSS "fatigue severity scale" to analyze and measure fatigue and sleep quality. The questionnaire included all socio-demographic variables, work conditions, and fatigue severity scale items. The major findings revealed a significant correlation between fatigue severity scores and exposure to anesthesia gases. Socio-demographic variables such as smoking have showed major relevance to fatigue in the sample size, as (76.6%) of the participants that answered as regular smokers have showed result of positive correlation to fatigue and with a significant of (0.034). Out of the total sample, 76.1% were exposed to anesthesia gases once daily, showing a positive association with fatigue severity scores. Work-related factors like job experience and position also had a lower association with fatigue severity. p (0.031) Univariate logistic regression p (0.035). The study found that the work-related conditions like workload on Anesthesia technicians and technologists over 44 h per week and gas exposure is directly linked to fatigue severity and sleep quality so is the socio-demographic considerations. With poor sleep quality in younger staff which is documented in the study result a large-scale prospective analysis to understand the factors affecting OR staff's sleep quality and fatigue severity and what can be done to regulate working hours and break time and incorporate naps in to enhance patient safety and well-being for anesthesia providers in Saudi Arabia.

Skills in online job ads: An analysis of Italian regions

Economists and other social scientists are increasingly leveraging web data to tackle socio-economic issues and integrate existing sources of information. The data generated by online platforms and websites offer a wealth of multidimensional information with diverse potential applications in economic analysis. Online job advertisement data, for instance, allows us to enhance our understanding of the labour market by providing timely insights into business demand and the skills required for various job positions. This paper examines skill similarities at the regional level in Italy and the variations in skills sought by businesses over time using Lightcast data for 2019 and 2020. In light of this, we use two measures related to the regional skill similarities, an index for the regional skill changes, jointly with some features of the local economy, in order to provide a picture of Italian regions.

A Study of Diversity on Recruitment

Recruitment is the process of finding and attracting qualified individuals to fill job positions within an organization. It involves identifying the staffing needs of the organization and seeking out suitable candidates to meet those needs. Recruitment plays a crucial role in ensuring that organizations have the right talent to achieve their goals and objectives. It encompasses various activities, including job posting, candidate sourcing, resume screening, interviewing, and selection. A well-executed recruitment process can result in the hiring of talented individuals who contribute positively to the organization’s success. Recruitment is the cornerstone of building a successful organization. It’s the process by which companies identify, attract, and hire the most qualified individuals to fill job vacancies within their ranks. Beyond merely filling positions, recruitment is about finding the right fit — individuals who not only possess the necessary skills and qualifications but also align with the company’s culture, values, and long-term objectives. In today’s competitive business landscape, recruitment has evolved from a transactional process to a strategic function. Companies recognize that their success hinges on the talent they attract and retain. As such, recruitment practices have become more sophisticated, incorporating elements of employer branding, candidate experience, and diversity and inclusion. This introduction sets the stage for exploring the multifaceted nature of recruitment — from understanding the evolving needs of organizations to navigating the complexities of attracting top talent in a competitive market. Throughout this exploration, the importance of recruitment as a driver of organizational success will become increasingly apparent. Talent Acquisition: The primary objective of recruitment is to attract and identify talented individuals who possess the skills, qualifications, and experience necessary to fulfil the requirements of specific job roles within the organization. Fulfilling Organizational Needs: Recruitment aims to address the staffing needs of the organization by filling vacancies promptly with qualified candidates. This ensures that the organization has the right personnel in place to achieve its short-term and long-term goals. Building a Diverse Workforce: Recruitment plays a vital role in promoting diversity and inclusion within the organization by seeking candidates from varied backgrounds, experiences, and perspectives. A diverse workforce fosters innovation, creativity, and better decision-making. Enhancing Organizational Performance: By recruiting top talent, organizations can improve their overall performance and competitiveness. Hiring individuals who possess the required skills and expertise can lead to increased productivity, efficiency, and effectiveness across all levels of the organization. Creating a Talent Pipeline: Recruitment serves as a proactive measure to build a pool of potential candidates for future job openings. Establishing a talent pipeline ensures that the organization has access to a continuous supply of qualified individuals, reducing the time and resources spent on future recruitment efforts.

The Job Satisfaction Variation Due to Socio-Demographic Characteristics: An Indicator for CSR And Alignment with UN SDGs? Evidence in Healthcare Field in Turkey

This study seeks to examine the job satisfaction among different demographic groups of employees in the healthcare sector in Turkey. The study seeks to broaden the scope of job satisfaction by emphasizing its role as an indirect measure of the positive principles and practices that contribute to maintaining a high level of Corporate Social Responsibility (CSR) in line with the United Nations Sustainable Development Goals (UN SDGs) for groups of employees. This paper employed a survey to gather primary data. The survey forms utilized comprise two distinct sections. The initial section of the survey forms was determining the socio-demographic characteristics of the participants. The second portion of the poll utilized the Minnesota work satisfaction survey to measure job satisfaction. T-test and ANOVA are employed to detect disparities among separate employee categories. The findings suggest that there are disparities in the job satisfaction levels among employees belonging to at least two distinct groups with varying educational backgrounds (p > 0.040). Upon analyzing the job satisfaction of the staff based on their job positions, a notable disparity in job satisfaction was observed among at least two distinct employee groups in various roles (p > 0.009). No significant disparities in job satisfaction were seen across the employee groups based on age, marital status, parenting status, work experience, and monthly salary. Simultaneously, the paper establishes a connection between the job satisfaction and a more advanced level of corporate governance focused on CSR and aligned with the UN SDGs. This paper aims to explore the potential use of work satisfaction as an indicator in evaluating CSR and its alignment with the UN SDGs in the future. Received: 17 January 2024 / Accepted: 30 April 2024 / Published: 5 May 2024

Resolving the adaptive performance problems in the public sector using purposeful leadership: an empirical investigation in Ghana

PurposePerformance problems in the public sector (PS) necessitate adaptation due to the sector’s uniqueness. Purposeful leadership (PL) may resolve PS adaptive performance (AP) problems. However, there is a paucity of research on the influence of PL on AP. Using data from three large PS organisations in Ghana, this research explores the relationship between PL and AP through job satisfaction (JS) and organisational identification (OI). It also explores the moderating effect of organisational integrity (IN) on the PL–JS and PL–OI relationships.Design/methodology/approachThis paper created and tested a research model using the responses of 875 public servants in Smart PLS 4. Contract fulfilment and perceived organisational support functioned as control factors influencing JS (an intervener). Perceived procedural justice and psychological need satisfaction serve as control factors for OI (another intervener). Age, sex, tenure, education and job position were used as control variables in AP. To assess the role of moderation, we utilised the product indicator approach, and to estimate the role of mediation, we used variance accounted for (VAF). A significance level of 5% was established.FindingsAs anticipated, this study found that PL and AP had a significantly positive connection (t = 2.229, p = 0.000, β = 0.138). Both JS (VAF = 27.37%) and OI (VAF = 39.21%) partially mediated this connection. IN positively moderated the PL–JS (t = 4.249, p = 0.000, β = 0.165) and PL–OI (t = 3.704, p = 0.002, β = 0.099) connections.Research limitations/implicationsThis paper provides a theoretical and empirical understanding of the PL–AP relationship, how this relationship is facilitated and how the PL–JS and PL–OI relationships are strengthened. It provides a roadmap for upcoming scholars to test the hypotheses in diverse PS contexts globally to broaden the field of leadership. It will be insightful to show how JS and OI jointly mediate this relationship and the potential mediating role of job embeddedness in further studies.Practical implicationsHuman resource (HR) practices in PS organisations, such as selecting, leadership enhancement initiatives, promotions, training and performance evaluations, must be guided by a “values-driven strategy” if leadership is to find, cultivate and keep employees capable of devising innovative strategies to manage unforeseen circumstances at work. The leaders are required to demonstrate the values of their organisations in order to set up a role model.Social implicationsThis study highlights the obstacles that purposeful leaders have the potential to mitigate, as well as the prospects that they might offer. It shows the essence for PS organisations to uphold and maintain high integrity standards as their hallmark.Originality/valueThis paper is the first to create and test a research model that shows the relationship between PL and AP. It also shows the different mechanisms (JS and OI) that make this effect possible, as well as the good work environment (i.e. IN) that allows the PL–JS and PL–OI relationships to grow.

Critical Discourse Analysis on Language and Power in Nepali Public ELT Classroom

The study focuses on how teachers use language and power to share knowledge, specifically concerning the power language used in Nepali ELT classrooms. The study's primary goals are to analyze language power as it reveals itself in speech acts and examine how teachers' use of language power affects students' attitudes toward learning. The primary source of data for this study was the teaching activities carried out in the district of Nawalparasi, Nepal. Depending on attributes including gender, job position, and length of service, four public school teachers—two male and two female—were chosen. Using a qualitative ethnographic study approach, the teacher and students' interactions and language use are examined. The data is further evaluated using Norman Fairclough's critical discourse analysis, which comprises description, interpretation, and explanation. The findings suggest that teachers are imposing speech act forms on their students and that this power may have an impact on how they feel about learning. However, students are also motivated and become more engaged in class when teachers express their pleasure in speech act forms. Therefore, teachers should incorporate humanistic teaching into their teaching and learning activities, taking into account the potential problems of using language in an ELT classroom.

The Availability Degree of Internationalization Requirements in Public Libyan Universities in Light of the Experiences of Developed Countries

The study aimed to find out the availability degree of internationalization requirements in Libyan public universities in light of the experiences of developed countries. To achieve the objectives of the study, the descriptive survey methodology was used. The study population consisted of all 15451 faculty members in the Libyan public universities, while the sample consisted of 362 members, who where chosen by using the stratified random method. The results indicated that the availability degree of internationalization requirements of Libyan universities in light of the experiences of developed countries was low. Furthermore, there was no statistically significant differences (α=0.05) between the mea of the responses of the study sample members about their estimation of the availability degree of internationalization requirements of Libyan public universities due to the variables of college type or job position, while there were statistically significant differences due to the academic rank variable in favor of the lecturer category. In Light of these Results, Some Recommendat were Presented to Activate the Internation of Public Libyan Universities, in Light of the Developed Countries.

THE EFFECT OF DIGITAL LITERACY LEVELS OF HEALTH MANAGERS AND EMPLOYEES ON JOB SATISFACTION: THE CASE OF SAKARYA

Increasing internet usage enables individuals to easily access the information they are searching for. This situation brings up the concept of digital literacy. Healthcare institutions are also increasingly keeping up with this internet age. In this study, it was tried to reveal the difference between the socio-demographic characteristics of healthcare managers and employees working in healthcare institutions and the lower dimensions of digital literacy and job satisfaction. This study also aims to investigate the impact of digital literacy lower dimensions on job satisfaction's lower dimensions and make suggestions. The research was carried out with the participation of health managers and employees consisting of 396 people working in Sakarya University Training and Research Hospital. The data were analyzed using the SPSS 27.0 package program. "Independent Sample T-Test" was used to reveal the differences between two groups, and "One Way ANOVA Test" was used to reveal the differences between three or more groups. Tukey Test, one of the Post-Hoc tests, was used to determine the source of the difference. Correlation Analysis was used to determine the relationship in the research, and Multiple Regression Analysis was used to reveal the effect. According to the research results, a low-level positive relationship was found between digital literacy lower dimensions and internal and external satisfaction (p0.001). In the research, it was determined that the lower dimensions of digital literacy do not differ according to gender, marital status and age, but vary according to the position in the institution. While there is a significant difference between internal satisfaction, which is a lower dimension of job satisfaction, and gender, age and position in the institution, there is a significant difference between external satisfaction and only the position in the institution. It is thought that the offered service will be provided more efficiently and effectively by eliminating the deficiencies determined as a result of the analysis in the institution where the study is conducted.

The Application Degree of the Jordanian Public Universities of the (QS (World University Rankings Standards and Proposed Educational Policies to Improve their Ranking in this Classification

The study aimed to determine the degree to which Jordanian public universities apply the standards of the World University Rankings (QS) and proposed educational policies to improve their ranking in this world ranking. The descriptive survey methodology was used. The study sample consisted of (285) academic leaders from Jordanian public universities who were selected using a random cluster sampling method. The results of the study indicated that the degree of application of the Jordanian public universities to the standards of the world university rankings (QS) from the point of view of academic leaders was moderate in all five domains of study, which were: academic reputation, scientific research, international dimension, job reputation, and. Academic accreditation. The results also showed that there were no statistically significant differences (α=0.05) between the mean of the study sample members’ perceptions of the degree to which Jordanian public universities apply the standards of the world university rankings (QS) according to the variables of job position and university. In light of the results of the study, a group of educational policies were proposed to improve the ranking of these universities in this world university rankings (QS).