Job Satisfaction Of Health Workers Research Articles

Analisis Faktor-Faktor Yang Mempengaruhi Kepuasan Kerja Dan Kinerja Tenaga Kesehatan

Leadership in the workplace is inseparable from spiritual values; therefore, it is very important to instill spiritual moral values for all employees. Nurses and midwives as part of human resources must have high performance and job satisfaction in order to support the achievement of the stated goals by the hospital. This study aims to determine the effect of spiritual leadership, employee engagement, work motivation, and job satisfaction on the performance of health workers in Dharma Yadnya Hospital. This study uses a quantitative approach. The scope of this study is identified as all the employees of Dharma Yadnya Hospital with the sample are 65 respondents. Data was collected by using questionnaires and processed with Partial Least Square (PLS) software. The results of this study showed that spiritual leadership, employee engagement, work motivation have significant effect on the performance and job satisfaction of health workers.

Impacts of working environment and benefits packages on the health professionals\u2019 job satisfaction in selected public health facilities in eastern Ethiopia: using principal component analysis

BackgroundWorld Health Organization (WHO) predicted that there will be a shortfall of skilled healthcare by 2035 with the greatest shortfall in Africa and Southeast Asia due to satisfaction with payment and incentives. Low job satisfaction of health workers can result in increased staff turnover and absenteeism, which affects the efficiency of health services. Ethiopia has been affected by a shortage of health professionals due to a brain drain of health professionals. Our study, therefore, aimed at assessing the impact of the working environment and benefits packages on the level of satisfaction among health professionals working in selected public Health facilities in Eastern Ethiopia.MethodsInstitutional based Cross-sectional study design was conducted among 422 selected health professionals in Bale Zone Public Health Facilities. After selecting 2 hospitals and 32 health centers by lottery method, proportional allocation of the sample was done for selected Hospitals and Health Centers. Then, to select individual health professional from each health center and hospital, a systematic sampling method was employed using the worker’s registration log book. Then, data were collected, cleaned and entered into EpiData software version 3.1 and then exported to IBM SPSS version 21 for analysis. Both descriptive and inferential statistics were done. The principal component analysis was employed for all Likert scale instruments to extract factor(s) representing each of the scales and have factor scores, which facilitate treatment of the variables as continuous during further analysis. Using this regression factor score, multiple linear regression analysis was performed and the effect of independent variables on the regression factor score of the outcome variable was quantified. A significance level of less than 0.05 was used in all cases to judge statistical significance.ResultThis study showed that the prevalence of job satisfaction of health professionals was 38.5% (95%CI: 33.82–43.2%). Age of health professionals ((β = 0.252, (95% CI: 0.067, 0.437))), type of health facility (β = − 0.280, (95% CI; − 0.519, − 0.041), service year (β = 0.487, (95%CI: 0.025, 0.998)), supply they need to do their job (β = 0.10, (95% CI: 0.009 to 0.19)), perception of health professional on allowances (β = − 0.216, (95% CI: − 0.306, − 0.125)) and perception of health professionals on employment benefits (β = 0.225, (95% CI: 0.135 to 0.315)) were statistically significant that affect job satisfaction factor score.Conclusionlevel of job satisfaction of health professionals was found to be low. Level of job satisfaction was influenced by the age of the health professionals, type of health facility in which they were working, years of service they had in the health sectors, their working environment, professional allowance and benefits like financial rewards and benefits of being employed. Hence, policy makers and health managers need to pay special attention to increase the satisfaction of the health workforce at all levels in the health system. Moreover, special emphasis should be given for the benefits packages of health workers at different levels.

Climate Organization With Employee Satisfaction Implementation


 
 Nurses are health workers who dominate as a whole and as the first and longest established contact with customers (patients and families) so that they need serious attention from the hospital management. The job satisfaction of health workers can be influenced by the organizational climate. This study aims to determine the relationship of the organizational climate with the job satisfaction of nurses in the inpatient room of RSUD H. Andi Sulthan Daeng Radja, Bulukumba Regency. This research is an analytic observational study with a cross-sectional approach. Sampling was done by a stratified random sampling technique. The population in this study were nurses in the inpatient room of H.Andi Sulthan Daeng Radja Hospital, Bulukumba Regency, as many as 218 people. The sample in this study was 87 people. The measuring instruments used were questionnaires and observations. Data analysis used with the Chi-Square test. The results of the respondents 'perceptions of the organizational climate are good categories with satisfied job satisfaction as many as 59 respondents (86.76%), and organizational climate of less categories with satisfied job satisfaction, namely 9 respondents (13.23%), while respondents' perceptions of organizational climate less categories with less satisfying job satisfaction as many as 15 respondents (78.94%), and less satisfied category job satisfaction, namely 4 respondents (21.05%). Based on the results of the analysis using the Chi-Square test statistic test obtained p-value <0.002 which indicates the existence of organizational climate relations with the job satisfaction of the nurses in the inpatient room of H. Andi Sulthan Daeng Radja Hospital, Bulukumba District.

Applying the Plan-Do-Study-Act (PDSA) approach to Community Health Worker Job Satisfaction: Local and Global Perspectives

Applying the Plan-Do-Study-Act (PDSA) approach to Community Health Worker Job Satisfaction: Local and Global Perspectives

Altruism and Primary Healthcare Workers’ Job Satisfaction: Findings from Central Vietnam

To achieve the Sustainable Development Goals, particularly to promote healthy living and well-being for all ages, we must ensure a high quality of healthcare services at primary facilities. However, the shortage of healthcare workers in primary facilities is a problem in many countries, including Vietnam. Despite concerns about the low job satisfaction of health workers and value of altruism in this field, no existing research has thus far addressed its effect on job satisfaction. This study thus contributes to the body of knowledge on healthcare workers’ job satisfaction by observing the role of altruism.We conducted a quantitative analysis by using data collected from healthcare workers employed at primary facilities in central Vietnam in 2014. The survey administered to healthcare workers (n=241) included a hypothetical dictator game questionnaire to elicit their level of altruism. We then used an ordered probit model to examine the factors associated with healthcare workers’ job satisfaction, focusing particularly on altruism by controlling for both individual-level attributes and the condition of their workplaces.We found that a higher level of altruism is associated with lower job satisfaction. Further analysis revealed that more altruistic workers are also likely to have a stricter self-evaluation of healthcare quality, including the availability of drugs. Altruistic healthcare workers may be frustrated when working in environments in which resources are constrained and workers cannot perform to their full ability despite a wish to help others.

Health professionals\u2019 job satisfaction and associated factors at public health centers in West Ethiopia

BackgroundHuman resources are vital for delivering health services, and health systems cannot function effectively without sufficient numbers of skilled, motivated, and well-supported health workers. Job satisfaction of health workers is important for motivation and efficiency, as higher job satisfaction improves both employee performance and patient satisfaction. Even though several studies have addressed job satisfaction among healthcare professionals in different part of the world, there are relatively few studies on healthcare professionals’ job satisfaction in Ethiopia.MethodsA facility-based cross-sectional study was conducted among health professionals working in health centers in April 2015 using self-administered structured questionnaires. All 322 health professionals working in 23 randomly selected public health centers were included. Factor scores were computed for the identified items by varimax rotation to represent satisfaction. Multivariate linear regression analysis was performed, and the effect of independent variables on the regression factor score quantified.ResultsThree hundred eight respondents participated with a response rate of 95.56%. The overall level of job satisfaction was 41.46%. Compensation (benefits) (beta 0.448 [95% CI 0.341 to 0.554]), recognition by management (beta 0.132 [95% CI 0.035 to 0.228]), and opportunity for development (beta 0.123 [95% CI 0.020 to 0.226]) were associated with job satisfaction. A unit increase in salary and incentives and recognition by management scores resulted in 0.459 (95% CI 0.356 to 0.561) and 0.156 (95% CI 0.065 to 0.247) unit increases in job satisfaction scores, respectively.ConclusionsThe overall level of job satisfaction in health professionals was low. Salary and incentives, recognition by management, developmental opportunities, and patient appreciation were strong predictors of job satisfaction.

Job Satisfaction Analysis in Rural China: A Qualitative Study of Doctors in a Township Hospital.

Background. Township hospitals in China provide rural communities with basic but much needed critical health care services. The doctors working in these hospitals often feel unsatisfied when considering their work schedules and financial rewards. Method. To explore job satisfaction of health workers in a township hospital, a qualitative study was conducted of 39 doctors from five township hospitals in Guangxi Zhuang Autonomous Region. The goal was to understand the level of job satisfaction of doctors and to make recommendations for improvements. Results. About 75% (28/39) of the doctors expressed negative attitudes related to their work conditions. Slightly more than half (22/39) mentioned they should receive greater compensation for their work and more than one were seriously considering other options. Many participants (35/39) showed their satisfaction about the achievement of serving as a doctor. Conclusion. Their main concerns related to job satisfaction included working conditions, financial rewards, and the doctor's relationships with patients. Increasing the incomes and fringe benefits of healthcare workers, improving their work conditions, and providing training and continuing education opportunities would help rural clinics retain doctors and eliminate the current unsatisfactory conditions. The findings also highlight the need for the government to increase financial support of township hospitals.

Work motivation and job satisfaction of health workers in urban and rural areas.

Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using χ2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

Motivation and job satisfaction of health workers in a specialized health institution in Serbia.

Health care system is specific for each country, and therefore involves different motivation and job satisfaction factors. The aim of this study was to confirm the validity and applicability of the General Nordic Questionnaire translated into Serbian for analyzing motivation and job satisfaction, as well as to analyze the motivation factors and job satisfaction of health workers at the Institute for Treatment and Rehabilitation "Niska Banja". The General Nordic Questionnaire was translated into Serbian. It included 73 questions (5 answers by the Likert scale), which formed 24 scales. In May, 2012, 196 (82.3%) health workers filled in the questionnaire. A correlation of Ceronbach's alpha values between the Scandinavian study results and the results of Serbian study was statistically significant (r = 0.424; p < 0.05). The lowest Cronbach' alfa coefficient was for the scale "learning demand in job demands" (alpha 0.28). The other scale with no satisfactory reliability was "control of work pacing" (alpha 0.46). Intrinsic motivation positively correlated with all the scales of organizational module, apart from inequality. Within this module, the degree of extrinsic motivation correlated with the support from the superior and coworkers, with fair leadership and human resources primacy. A negative correlation appeared with inequality. The general Nordic Questionnaire can be applied to a great extent to the conditions in our country. Our study shows a low consistency of the scales learning job demands, control of decision, control of work pacing, so the questions in them should be adjusted to the conditions in our country. Extrinsic motivation resulted in higher values than the values of intrinsic motivation in our workers, which is opposite to the results of the original questionnaire.

The Influence of Sex, Marital Status, and Tenure of Service on Job Stress, and Job Satisfaction of Health Workers in a Nigerian Federal Health Institution

The study examined some demographic factors that interact to influencing the satisfaction that nurses and doctors derive from their jobs. One hundred and ninety one (191) professionals, comprising of one hundred and two (102) nurses and 89 doctors were drawn from Federal Medical Centre, Ido Ekiti in Ekiti State, Nigeria. Perceived Stress Scale developed by Cohen (1983) and Minnesota satisfaction Questionnaire (MSQ) developed by Weise, Davis, Lofquist and England (1967) were employed to assess job stress and satisfaction respectively. Analysis of data was done using Independent t-test and one way ANOVA. Three hypotheses were tested to show the effects of the demographic factors on job satisfaction. The result shows that job satisfaction is influenced by marital status [t (189) = 10.17, p&lt;.05]; sex [t(189)= 5.61, p&lt;.05] and tenure of service (F (2,188) = 115.6, p&lt;.05). Also, job stress has a significant effect on the job satisfaction among nurses and doctors. Findings were discussed in relation to the existing literature on the influence of demographic variables on job satisfaction.Key words – Job Stress, Job Satisfaction, Psychology, Health

İŞ ORTAMINDA ŞİDDET, TÜKENMİŞLİK VE İŞ TATMİNİ İLİŞKİLERİ: SAĞLIK ÇALIŞANLARI ÜZERİNDE BİR ARAŞTIRMA

This research was carried out to examine the effect of violence behaviors on burnout and job satisfaction of health workers. To make an in-depth research, the issue of violence was considered in three dimensions as physical, verbal and mobbing. Taking into consideration the importance of the subject, this research investigated to 213 health staff whose are doctors, nurses, etc. in four public hospitals of Southern Marmara Region. According to results, verbal, mobbing and physical violence has direct effect on two burnout dimensions, emo¬tional exhaustion and depersonalization. Similarly any work place violence has direct effect on job satisfaction.

Health Workers and their Retention: The Situation of Health Care Work in Leprosy Settlements in Abia, Ebonyi and Oyo States of Nigeria.

Introduction: Retention of trained, qualified and motivated health workers is a key component for health system strengthening and achieving world health organization’s (WHO) global strategy for reducing leprosy burden and sustaining leprosy control activities. Study aimed to elucidate the factors and conditions that influence health workers’ job satisfaction in settlements. Materials and method: A total of 31 health workers employed in the three settlements were studied. Data were collected using semi-structured focus group discussion and in-depth interview. Further, situational analyses and informal observation of the activities in the settlements were done. Also Nottingham’s life satisfaction index was used to assess job satisfaction of health workers. Data were analyzed qualitatively and quantitatively. Results: There was acute shortage of highly qualified health staff in the settlements. Two factors, personal factors and institutional factors affected health workers’ retention negatively. Workers remained in one post for prolonged periods of time before earning promotion. In all, 10 (76.9%)of health workers in Abia and 8(72.7%) in Ebonyi States stayed 6-9 years respectively on one post before earning promotion while 4(57.1%) from Oyo stayed 3-7 years. Conclusion: the study showed that retention of health workers in the three settlements was associated with better conditions of service like increased allowances and salaries. Key words: health care, motivation, leprosy, incentive, settlement, and salary

Retaining therapy radiographers: What’s so special about us?

AbstractHigh therapist vacancy rates and an unsatisfied workforce reduce the opportunity to meet waiting time targets or maintain high standards of care. Current vacancy rates may conceal true staff shortages because of financial pressures. Levels of job satisfaction among the therapy radiographer workforce are presently unknown. A multi-phase study to investigate job satisfaction of therapy radiographers in the United Kingdom is under way. Phase I was an interpretive grounded theory study and, as interviews progressed, a review of the literature on job satisfaction was warranted (in line with the principles of grounded theory). The purpose of this article is to evaluate the literature on job satisfaction as a way to inform the development of retention strategies within the radiotherapy profession. The discussion is focused under the following three themes identified from our phase I study: job design, leadership and organisational governance, stress and burnout. A number of models within the wider literature can inform retention strategies for radiotherapy managers. In particular, the job characteristics model and the model for job-specific well-being adequately identify factors that are relevant to the work of a therapy radiographer. Ensuring mental challenge through job design and continuing professional development opportunities is vital to retaining staff. Support from immediate managers is also a crucial aspect of workers development of intentions to leave. Manager support can moderate experiences of job stress, limiting job dissatisfaction and reducing leaving intentions. Stress and burnout have been cited as significant in reducing job satisfaction in health workers. In the United States, high levels of emotional exhaustion among radiation therapists highlight the potential for the development of burnout within the UK therapy workforce. The discussion looks at the importance of these characteristics within a general retention strategy and recommends future areas of study.

Job satisfaction of health workers

AbstractA postal questionnaire was sent to a stratified random sample of 33.6% (556 out of 1655) of health workers representing five occupational groups in the Ratnapura Health Region, Sri Lanka, to discover their intensity of job satisfaction.The overall response rate was 60.3% (335 out of 556), being highest among the nurses (P &lt; 0.01) and lowest among the medical practitioners (P &lt; 0.001).Of the respondents, 70.0% (237 out of 335) were generally satisfied with the occupational environment. For 14.8% (26 out of 175) of the minor employees it was ‘excellent most of the time’ and for 19.6% (11 out of 56) of midwives it was extremely uncongenial. The immediate supervisor was described as ‘fair at all times’ by 50.4% (169 out of 335); being 61.7% (108 out of 175) among the minor employees and 21.4% (8 out of 37) among the nurses.Community relationships were described as ‘satisfactory’ by 46.5% (156 out of 335); this being 26.3% (88 out of 175) among the minor employees and 56.2% (18 out of 32) among the middle technical officers. The fellow workers were described as co‐operative by 34.1% (114 out of 335) and as ‘all right’ by 34.9% (117 out of 335).Thirty seven per cent (124 out of 335) declared that their personal problems were not affecting their work and 20% (67 out of 335) gave the reply as ‘absolutely no’. The latter reply was highest among the medical practitioners (28.6% or 10 out of 35) and nurses (27.0% or 10 out of 37) respectively.About the factors affecting work, more medical practitioners (57.1% or 20 out of 35) and nurses (67.6% or 25 out of 37) were concerned about staff shortages; more middle technical officers (40.6% or 13 out of 32) and minor employees (37.7% or 66 out of 175) were worried about inadequate incentives and more midwives (50.0% or 28 out of 56) and minor employees (34.8% or 61 out of 175) were not happy with their poor pay. The health department was described as ‘decidedly the best of all government departments’ by 43.3% (76 out of 175) of the minor employees and as ‘better than most other government departments’ by 56.8% (21 out of 37) of the nurses, while 54.4% (19 out of 35) of the medical practitioners failed to find any differences between the health sector and other government sectors.The majority (62.1%) have expressed job satisfaction. Respondents' views on occupational environment, immediate supervisor, community relationships, personal problems and key factors affecting work performance were very significantly diverse among the difference occupations (P &lt; 0.001).