Job Satisfaction Of Health Care Professionals Research Articles

Employee well-being as a mediating variable in sustainable human resource management, organizational commitment, and job satisfaction of healthcare professionals: A structural equation modeling approach

ABSTRACT Sustainable human resource management is a concept gaining attention worldwide from researchers and practitioners. This article is focused on nursing and exploring the influence of Sustainable Human Resource Management (SHRM) on Employee Well-Being (EWB) and the impact of EWB on Organizational Commitment (OC) and Job Satisfaction (JS) of healthcare employees. The study highlighted the need for hospital organizations to develop sustainable human resource management to enhance the well-being of healthcare professionals. A well-structured questionnaire (adapted, validated, and pre-tested) was prepared. Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 4.0 was employed for testing the hypothetical relationships. Using the proportionate sampling technique, data were collected from 452 healthcare professionals employed in 55 private and 56 public sector hospitals in Punjab, India. The findings of the study revealed that there exists a significant relationship between SHRM and Employee WB, and employee well-being directly influences OC and JS. Moreover, study findings also revealed that employee well-being partially mediates the relationship between SHRM as an independent variable; and OC and JS as dependent variables.

What has the appraisal for hospitals brought to job satisfaction of healthcare professionals? A cross-sectional survey in China

ObjectiveThe purpose of this study is to evaluate the effectiveness of hospital appraisals, specifically the Performance Appraisal for Tertiary Public Hospitals (PATPH), and to examine its impact on the job...

Job satisfaction of healthcare professionals in palliative care departments and factors affecting job satisfaction during COVID-19 pandemic

Background/Aim. The COVID-19 pandemic had a significant impact on the healthcare system, particularly healthcare providers such as nurses/medical technicians, who were obliged to adhere to strict procedures and manage their time effectively during shifts. The aim of this study was to identify internal strengths, weaknesses, threats, and challenges in palliative care management during the C OVID-19 pandemic from the perspective of nurses/medical technicians. Methods. A cross-sectional study was conducted on a 100% sample of nurses/medical technicians working in hospital-based palliative care in two clinics in Belgrade (47 respondents in total). The research instrument was a Questionnaire on Employee Satisfaction. The survey was conducted during September and October 2022. Results. Assessing the job satisfaction of nurses/ medical technicians revealed moderate job satisfaction (3.43), which was mostly influenced by appropriate financial compensation and the implementation of measures to prevent and control the spread of the COVID-19 infection. The dimensions of management that were significantly related to respondents? satisfaction were motivation and adequacy of hygienic conditions and measures to control COVID-19 (?2 = 62.83, p = 0.004 and ?2 = 36.42, p = 0.006, respectively). Conclusion. Nurses/medical technicians who experience stress at work in regular conditions tend to react the same way in different conditions, such as those related to COVID-19 infection. The most difficult challenge that the management faces is the recognition of the importance of the work of nurses/medical technicians by the community. Therefore, it is vital to respect and support the most important professional values of nurses/medical technicians, such as valuable achievements, the importance of professional challenges, personal growth and development, and independence in practice.

Human resource management (HRM) and performance: Balancing between optimization of organizational performance and well-being of (healthcare) employees

The future of Dutch healthcare is a challenge that focuses on four aims: the ‘Quadruple Aim’. These aims concern: improving the quality and accessibility of care, enhancing patient experience, reducing healthcare costs and increasing the job satisfaction of healthcare professionals. Healthcare professionals play a major role in the realization of the first three aims. The pressure on healthcare and the scarce capacity forces us to treat this human capital with care. Satisfied employees are partly decisive for the success of an organization. At the same time, an organization expects optimal performance from its employees. This requires an active and involved attitude from the HRM department. The individual employee plays an intermediary role between HRM activities and organizational performance. In order to increase knowledge and understanding about this position, attention to the individual in the context of the organization is essential. In this article, the relationship between HRM, performance and well-being of employees and underlying theoretical explanation models are discussed. Recommendations were made on the contribution that HRM can make to the balance between employee and organizational interests.

Leveraging a Synergy in Motivation to Effect Job Satisfaction of Healthcare Professionals in Public Blood Bank Units: A Cross-Sectional Study

Leveraging a Synergy in Motivation to Effect Job Satisfaction of Healthcare Professionals in Public Blood Bank Units: A Cross-Sectional Study

The Effect of Hospital Reputation on Job Satisfaction of Healthcare Professionals

Araştırmanın amacı sağlık çalışanlarının kurum itibarı algılarının iş tatminine etkisini tespit etmektir. Araştırmada İstanbul ilinde faaliyet gösteren kamu hastanelerinde görevli 462 sağlık çalışanından veri toplanmıştır. Araştırmanın örnekleminin belirlenmesinde kolayda örnekleme tekniği kullanılmıştır. Veri toplama sürecinde çevrimiçi anket formları kullanılmıştır. Verilerin analizinde SPSS 25 paket programı kullanılmıştır. Araştırmanın modelinin test edilmesinde regresyon analizi kullanılmıştır. Analizler sonucunda çalışanların kurum itibarı algılarının katılımcıların iş tatminlerini yüksek düzeyde etkilediği sonucuna ulaşılmıştır. Kurumsal itibarın vizyon ve liderlik, finansal performans, ürün ve hizmetler, sosyal sorumluluk ve duygusal çekicilik boyutlarının iş tatminini olumlu yönde etkilediği tespit edilmiştir. Çalışma ortamı boyutunun ise iş tatmini üzerinde anlamlı bir etkiye sahip olmadığı sonucuna ulaşılmıştır. Araştırma bulguları kurum itibarının sağlık çalışanlarının işlerinden elde ettikleri tatmini arttırmada önemli bir unsur olduğunu göstermektedir.

Health Workers' Job Satisfaction in the Era of National Health Insurance: Services and Working Conditions

Background: A person's perception of their level of justice (equity) at work is reflected in their level of job satisfaction. The nature of the work, salary, supervision, and relationships among coworkers are all factors that affect how satisfied one is with one's job. The number of patients treated by the Puskesmas in the National Health Insurance (JKN) is rising, with 586,893 persons (94.55%) in Jambi City enrolled as JKN participants at the Puskesmas. This study aimed to ascertain the relationship between services and working circumstances and the job satisfaction of healthcare professionals at the Jambi City Health Center in 2021 during the National Health Insurance (JKN) era. Methods: A cross-sectional design method was used in this investigation. The study's population comprised six hundred fifty-three healthcare professionals, and 92 respondents were nurses. Services and working circumstances are the study's independent variables, while job conditions are its dependent variable. Questionnaires are measurement devices. Univariate and bivariate data analyses were performed (using the chi-square test = 0.05). Results: Determine the association between the independent and dependent variables using bivariate Chi-Square analysis. The findings indicated that the relationship between job satisfaction and services had a p-value of 0.037, where 0.05. The correlation between favourable working conditions and job satisfaction is 0.023, with 0.05 as the reference value. Conclusion: In conclusion, there is a correlation between the services provided and the job happiness of healthcare professionals at the Jambi City Health Center and between working circumstances and job satisfaction.

Reinventing employee morale during Covid Pandemic: Study of psychological contract and job satisfaction of healthcare professionals

Abstract: Purpose: The purpose of the study is to comprehend and appraise the impact of employee morale during the COVID pandemic on psychological contract and job satisfaction of healthcare professionals in Indian private Hospitals. Research methodology: The study adopted an empirical analysis. A structured questionnaire was adopted based on the Scale for assessing psychological contract by Rousseau (2000) for collecting primary data through a survey from doctors and nurses in selected private hospitals. Results: The results suggest that managing the healthcare system by focusing on the insight of employee psychological contract and job satisfaction can improve employee morale during crisis conditions like the COVID-19 pandemic among the doctors and nurses in the healthcare sector. Limitations: Due to COVID 19 pandemic, it was difficult to get responses from healthcare professionals. Contribution: This paper aims to support the healthcare sector by recommending the building of employee morale and fulfilling the psychological contract to achieve job satisfaction of healthcare professionals in the healthcare sector. Keywords: 1. Commitment 2. COVID 19 3. Healthcare 4. Mental health 5. Psychological contracts 6. Strategies

An Assessment of Factors Influencing Job Satisfaction of Healthcare Professionals in Ogun State Hospitals, Nigeria

In the healthcare sector, the job satisfaction of professionals and/or healthcare workers plays a profound role in their performance and is further reflected in the health and satisfaction of the patient. In recent times, the healthcare workers in Nigeria were not seen to be gratified with the organizational policies. The various industrial unions of the health care professionals have engaged in several industrial strike actions over the years in an attempt to demand for better remuneration, improved working conditions, increased staff strength, reduction of work overload, and the likes. This situation among the healthcare professional has become worrisome in Ogun State. This study assessed factors influencing job satisfaction of healthcare professionals in Ogun State Hospitals, Nigeria. The study was conducted with a sample of 729 healthcare professionals from the five zonal offices comprising Thirty-Nine (39) Health facilities across the study area. Data and/or items that assessed job satisfaction with management, supervision, nature of work/profession, work environment, salary, benefits, and promotion were subjected to exploratory factor analysis in order to group the major constraints variables. The results showed two orthogonal factors in management, two factors in supervision, five factors in nature of work/profession, three factors in a work environment, and three factors in rewards/compensation, which were derived with total explanations of 50.54%, 61.30%, 58.32%, 58.82%, and 68.68% respectively, of the Variance. Only variables with constraints loadings of 0.60 and above were used in naming the factors. The results further revealed that rewards, opportunities for career development, working conditions, and promotional schemes of the organizations have high associations with job satisfaction, whereas work environment was found to have low significance towards job satisfaction. This study concludes that the Ogun State Hospitals Management Board needs to improve the work environment; attractive rewards/compensation, opportunities for career development, and promotions. Keywords: Factors, Healthcare Professionals, Job satisfaction, Nigeria, Ogun State Hospitals.

EFFECT OF SOFT TQM PRACTICES ON JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT OF HEALTHCARE PROFESSIONALS

This study aims to measure the effect of soft TQM practices on job satisfaction and organizational commitment of healthcare professionals. Data were collected from three ISO 9000:2008 certified hospitals located in two northern cities of Pakistan. Out of 800 self-administered questionnaires distributed to doctors and nurses, 530 filled questionnaires were returned. Results were drawn by applying reliability, correlation, and linear regression analyses. Study proves that soft TQM practices exert a positive effect on organizational commitment and job satisfaction of healthcare professionals. However, the study fails to find any significant impact of top management commitment, leadership, and customer focus on job satisfaction. Contrary to previous work, the study proves the negative effect of customer focus on organizational commitment. Hospital administration should be committed to successfully implement the TQM practices for the improvement of organizational commitment and job satisfaction of healthcare professionals. This study can be considered as a pioneer work that examined the relationship of TQM practices with job satisfaction and organizational commitment of healthcare professionals in Pakistan.

Retaining health carers: the role of personal and organisation job resources

Purpose The purpose of this paper is to identify key personal and organisational resources that influence the engagement, well-being and job satisfaction of healthcare professionals working in Australia. Design/methodology/approach Using the job demands–resources model, this study investigates how employee resources and organisation resources influence engagement, well-being and job satisfaction of health professionals in Australian hospitals. The authors collected survey data from a sample of healthcare professionals (n=217) working in three hospitals in New South Wales, Australia. Findings The results confirm the importance of the emotional health of employees on their well-being. The results concur with existing research that employees with higher levels of emotional health have more positive emotional and social interactions, and thus exhibit higher levels of well-being at work. The study also uncovers certain aspects of emotional health that can influence a range of employee outcomes. Practical implications The findings link human resource management practices to unique motivators of healthcare professionals which, in turn, are likely to improve engagement, well-being and job satisfaction. Originality/value The study highlights specific resources that support greater levels of well-being, engagement and job satisfaction in Australian hospitals.

Success Factors for Social Systems to Increase the Number of Organ Donations—From the Perspectives of Mechanisms and Organizational Behaviors

Deceased organ donation is much less prominent in Japan than it is in Western and other Asian countries. Because a shortage of organ donation is a serious social issue in Japan, various solutions to the issue have been considered. Although it was believed that the most critical factor in the organ shortage was the absence of a well-established social system, no prior studies attempted to analyze the issue from the perspective of the mechanisms and organizational behaviors. To identify common success factors of increasing organ donation, we conducted a qualitative survey in 5 countries promoting organ donations on a national level and increasing the number of organ donations. We found several important common factors: 1) to change from an explicit consent system to a presumed consent system with establishment of an appropriate in-hospital system, 2) to increase the level of job satisfaction of healthcare professionals and help them generating better results, 3) to demonstrate managements’ leadership for all staff to realize the importance of organ donations, 4) to establish an environment where medical professionals engaged in organ donations can appreciate autonomous working styles, the recognition of the importance of the work. It is suggested that these successful factors are introduced into Japan with long-, mid-term strategy to enhance organ donation.

Motivation and job satisfaction of healthcare professionals in urban and rural areas in the autonomous province of Vojvodina, Serbia

Introduction. ?otivation and job satisfaction of healthcare professionals represent the basis for providing quality health care. The aim of the study was to establish whether ther? is a difference in motivation and job satisfaction among healthcare professionals in urban and rural areas in Vojvodina, Serbia. Material and Methods. The study included 574 healthcare professionals in urban area, and 145 in rural setting, from three health centers. Data collection was performed by a self-administered questionnaire. Results. Urban healthcare professionals, compared to rural healthcare workers, were significantly more motivated by the factor of work motivation - achieving the goals of the health center. In comparison with rural healthcare professionals, urban healthcare workers are significantly more satisfied with personal qualities of their immediate supervisors, job security guaranteed by their institution, immediate support at work they received from managers, and professional supervision of their work. Conclusion. Compared to rural healthcare professionals, urban healthcare workers are more work motivated and job satisfied.

Beyond patient care: the impact of healthcare reform on job satisfaction in the Ethiopian public healthcare sector

BackgroundWhile healthcare reform has been a central attention for local governments, its impact on job satisfaction is poorly understood. This study aimed to determine the impact of healthcare reform on job satisfaction in the public healthcare sector in Ethiopia.MethodsThe study was designed as a facility-based cross-sectional survey of healthcare professionals and carried out in all public hospitals in central Ethiopia which have been implementing healthcare reform (n = 5). All healthcare professionals in the hospitals who were involved in the reform from the inception (n = 476) were purposively sourced to complete a self-administered questionnaire adapted from a framework proposed for measuring job satisfaction of health professionals in sub-Saharan Africa. Kaiser-Meyer-Olkin and Bartlett’s tests were conducted to measure sampling adequacy and sphericity for factor analysis. Likert’s transformation formula was used to numerically analyse the satisfaction level of the respondents and to determine the cut-off value of satisfaction levels. Non-parametric and multiple logistic regression analysis were conducted to determine predictors of job satisfaction.ResultsA total of 410 healthcare professionals completed the survey, representing an 88% response rate. The median and mean job satisfaction scores were 50 and 49, respectively, on a scale 1–100, which was equivalent to ‘Job dissatisfied’ on the Likert scale. Only 25% of respondents perceived job satisfaction due to implementation of the reform. Moral satisfaction (adjusted odds ratio (aOR), 177.65; 95% confidence interval (CI), 59.54–530.08), management style (aOR, 4.02; 95% CI, 1.49–10.83), workload (aOR, 2.42; 95% CI, 0.93–6.34), and task (aOR, 5.49; 95% CI, 2.31–13.07) were the most significant predictors. Job satisfaction results were significantly different among the study hospitals (χ2 = 30.56, p < .001).ConclusionsThe healthcare reform significantly and negatively influences public healthcare professionals’ job satisfaction and its overall impact on job satisfaction was poor, which would hinder the ‘Health Sector Transformation’ movement of Ethiopia. Healthcare reform efforts are contingent on job satisfaction of healthcare professionals, and such efforts should balance the demand and supply of both patients and providers for improved healthcare outcomes.

Determinants of job satisfaction of healthcare professionals in public hospitals in Belgrade, Serbia - cross-sectional analysis

The quality of health care significantly depends on the satisfaction of the employees. The objective of this study was to establish the level of professional satisfaction of healthcare professionals in state hospitals in Belgrade, Serbia, and to determine and to rank the factors which impact on their satisfaction or dissatisfaction. Professional satisfaction survey was designed and conducted as a cross-sectional study in 2008. Completed questionnaires were returned by 6,595 healthcare professionals from Belgrade's hospitals. Statistical analysis was performed using the Student's t-test, χ² test and ANOVA. Factor analysis was applied in order to define determinants of professional satisfaction, i.e. dissatisfaction. This study showed that the degree of professional satisfaction of Serbian healthcare professionals was low. The main causes of professionals'dissatisfaction were wages, equipment, the possibility of continuous medical education/training and the opportunities for professional development. Healthcare professionals with university education were more satisfied with all the individual aspects of job satisfaction than those with secondary school and college education. There were significantly more healthcare professionals satisfied with their job among males, older than 60 years, in the age group 50-59 years, with managerial function, and with 30 or more years of service. Development strategy of human resources in the Serbian health care system would significantly improve the professional satisfaction and quality of the provided health care.

Examining the role of employee focus in the Turkish healthcare industry

The role of quality management (QM) is becoming more evident in healthcare organisations where lack of focus on employees may have immediate impact on employee turnover and quality of care. As a field, QM has recently been established in the Turkish context; and its potential role and impact is yet to be explored in the healthcare organisations. The purpose of this study is to examine the role of employee focus of QM through the perceived relationship among organisational commitment, organisational trust, and job satisfaction of healthcare professionals in Turkey. Strong positive relationships were identified between organisational commitment, organisational trust, and job satisfaction. Furthermore, organisational trust and job satisfaction significantly affect organisational commitment. There are strong inferences among organisational commitment and job satisfaction. The findings of the study call for a more involved QM practices in Turkish healthcare organisations.