Lack Of Career Development Research Articles

Imposter phenomenon: recognising and addressing it among nurses.

Imposter phenomenon is described as persistently doubting one's accomplishments, leading to an internalised fear of being exposed as a 'fraud'. This article identifies the nature and prevalence of imposter phenomenon among nursing students, newly registered nurses and senior nurses. It also explores the effects of this phenomenon for nurses and healthcare organisations, including its potential association with burnout, suboptimal performance and a lack of career development. Evidence suggests that addressing imposter phenomenon is not something individuals can accomplish by themselves, but that it requires system-level interventions from healthcare organisations and higher education institutions. This could raise awareness, promote recognition and improve resources and training to mitigate the detrimental effects of this phenomenon on healthcare provision.

Emerging Issues on the Performance of Ward Executive Officers in Tanzania

For effective and speedy service delivery the Local Government (Urban Authorities) Act, 1982 established the ward system in urban areas. Wards Executive Officers (WEO) supervise all government activities and Ward Development Programs at the ward level. Despite the efforts made by the Government of Tanzania to ensure that the communities in the wards have access to quality services, wards still experience poor service delivery. This study aimed to investigate emerging issues affecting the performance of Ward Executive Officers in delivering services in the wards. The study was conducted at Morogoro Municipal Council and employed the qualitative technique. The data collection methods were in-depth interviews and documentary reviews. Qualitative data were analyzed using qualitative content analysis. Data were collected from 29 wards of Morogoro Municipal Council. Findings from the study indicated that inadequate human resources, financial resources, lack of career development, lack of training, and a poor working environment mostly influenced the performance of Ward Executive officers. The study recommends strengthening the availability of resources and a conducive environment for the effective performance of Ward Executive Officers.

Hubungan Konflik Peran Ganda Dengan Stres Kerja Pada Perawat Wanita Di Rumah Sakit Bhayangkara TK.III Manado

Abstract Nurse work stress is a condition of the subjective outcome of an individual's life that can be an interaction between an individual and the working environment that can threaten and stress the psychological, physiological, and behavioral behavior of a nurse. Working stress has a negative impact on workers' physical and mental health, decreased performance, lack of career development, and loss of employment. The aim of this study is to find out the relationship between the conflict of double roles and work stress in female nurses at Bhayangkara Hospital, Manado. Research uses analytical descriptive research methods using cross sectional research design. 43 Subjekts were sampled using purposive sampling. Data collection using questionnaires. Analysed with Chi Square statistical tests. Results of the study age of 26-35 years 31 Subjekts (72.1%), the length of work 1-5 years 34 Subjekt (79.1%), number of children 1 child 22 Subjekts (51.2%). The result of the chi square test is given a p value of 0.022, where < α 0.05. The conclusion in this study is that there is a relationship between conflict of double roles and work stress in women nurses at Bhayangkara Hospital, Manado. It is hoped that the hospital will pay attention to the mental health of nurses to improve the quality of services.

ДОСЛІДЖЕННЯ ФАКТОРІВ ВПЛИВУ НА ФОРМУВАННЯ БРЕНДА РОБОТОДАВЦЯ

The importance of conducting research on the processes of formation and development of the employer brand is substantiated in the article. The impact of the employer brand on the processes of attracting and retaining talented employees has been proven. The employer brand is defined as an important component of the company's competitiveness and success. Among the main benefits of the HR brand for the company are reduced costs for attracting and retaining highly qualified personnel; increased employee loyalty and reduced personal risks; expanded investment opportunities; and stakeholder support. It has been found that employer brand management is a rather complex process that requires systematic research, analysis and results of which have a long-term perspective. the research on the definition of the category "employer brand" has been generalized. The employer brand is considered to be a certain image that carries generalized information about the company as a whole, the working environment it creates, the possibility or lack of career development, and the corporate culture. The author proves the importance of the labor market positioning process, which includes a set of measures aimed at determining the competitive advantages of an enterprise in the labor market and their practical implementation with a view to creating an attractive image of the company as an attractive employer. The main factors influencing the employer brand are divided into internal and external. The main internal factors include organizational and corporate culture; management style; company values and mission; internal communication; availability of career development opportunities; compensation package; company size; social responsibility; job security; flexible working hours and working conditions. Among the external factors are the following: reputation in the labor market; presence of competitors; external communication (PR strategy); product brand reputation; changes in demand for the company's products; political instability in certain regions; and the effects of the COVID-19 pandemic. It is proved that successful employer brand management requires an integrated approach to forming a value proposition for employees and meeting their needs and expectations.

Gender differences in cardiology professionals: A Latin American Survey.

Background:Gender-based differences among cardiology professionals have been reported in North America and Europe. However, the perspective of Latin American cardiologists remains unexplored.Objectives:The objectives of the study were to analyze the gender gap perspective among cardiologists from Latin America.Methods:A cross-sectional study using an online survey directed to Latin American cardiologists from five different cardiology societies. The survey included questions on demographic data, professional development in the field of cardiology, and perceived barriers in clinical practice. ­Results:A total of 240 professionals were surveyed, of which 41.7% were women (100) and 58.3% were men (140). The majority of women tend to work in the subfields of clinical cardiology and cardiovascular imaging. Women were underrepresented as heads of departments, earn less, and report less work satisfaction than men. The barriers that female cardiologists face at their workplace include labor discrimination, sexual harassment, family-related concerns, and lack of career development.Conclusions:The survey points toward the prevalence of a gender gap among cardiologists in Latin America, which is primarily driven by labor discrimination, sexual harassment, family-related concerns, and lack of career development among female cardiologists. Actions aimed at addressing this issue should be considered by different parties.

Do Occupational Stress Affect Employee Performance? The Case of Middle East Organizations

Human resource is one of the major resources that enables an organization to sustain and grow in the present business era, which is characterized by high degree of competition and internal rivalry among the organizations. One of the major elements that has an influence and impact on the overall levels of employee performance is that of occupational stress. High levels of occupational stress has always a negative impact on the performance of employees. This research aims at making an assessment of the impact of occupational stress on employee performance in organizations in the Middle East. It also aimed to assess the overall levels of occupational stress within the factors that caused occupational stress, and the manner in which occupational stress influences employee performance. The study is also intended to put forward recommendations in order to have effective management of occupational stress. In order to address all these aims, a mixed methodology was deployed. The overall findings of the research indicated that occupational stress had a negative impact on the overall performance of the employee, where occupational stress is majorly defined by the presence of role conflict and role ambiguity as well as the lack of career development within the organization.

Reducing Voluntary Turnover through Career Development: Strategic HRD Research Proposal

Voluntary employee turnover in the United States continues to spiral out of control and is expected to steadily increase in the coming years. Annual cost to American businesses exceeded $630 billion and is expected to exceed $700 billion within the next 24 months. The reasons for the sharp increase in voluntary turnover are not generational by nature as employees of all generations seek a connection with their employer and the ability to share in the firm’s growth. The reasons expressed by employers and employees include lack of training, weak relationships with managers and a general disconnect from company strategy. The primary reason given in recent years is lack of career development. Scheduled, agenda-driven discussions between senior leadership and the employee is needed to focus on employee skills, capacity for learning and enterprise goals has shown promise in reducing voluntary turnover, increasing employee engagement, and increasing talent depth in medium and large businesses. Career planning and development is not necessarily transactional as it includes specific training for a specific purpose to fit the firm’s strategic objectives. This approach can be used for lateral and vertical movement within the company. This proposal seeks to bridge the gap between existing literatures, current human capital management practices and move the discussion to a level that benefits employees and employers alike.

Factors intended to brain drain among nurses working at private hospitals of Biratnagar, Nepal

Introduction: The migration of health worker is a complex and multifaceted phenomena. Emigration of highly skilled and competent nurses to other countries seems to have negative impact on the delivery of excellent health care services. Objective: The objective of this study was to assess factors intend to brain drain among nurses working at private hospitals of Biratnagar. Methodology: A cross sectional study was conducted on staff nurses of selected hospitals of Biratnagar, Nepal from 2017 February to 2018 February; non-probability purposive sampling technique was used. Required information was collected using self-administered semi structured questionnaire related to demographic and factors intending to brain drain from 99 nurses. Results: Majority (78.8%) of nurses were below 25 years of age. Most (81.8%) of them had completed PCL nursing, more than half (55.6%) wanted to migrate abroad to pursue further work and study. Australia (56.4%) and USA (25.5%) emerged as the top destination of choice, while only (5.5%) of them wanted to migrate United Kingdom. Lack of career opportunities, low salary and poor working condition were main pull factors and push factors intending to brain drain among nurses. This study also found that majority (96%) of nurses were not satisfied with their salary. Conclusion: More than half of nurses working in private hospitals would like to migrate abroad. The major push factors for migration was lack of career development and low salary. BIBECHANA 16 (2019) xx -xx

Factors contributing to motivation of volunteer community health workers in Ethiopia: the case of four woredas (districts) in Oromia and Tigray regions

BackgroundThe use of community health workers (CHWs) has been considered as one of the strategies to address the growing shortage of health workers, predominantly in low-income countries. They are playing a pivotal role in lessening health disparities through improving health outcomes for underserved populations. Yet, little is known about what factors motivate and drive them to continue working as CHWs. In this study, we aimed to examine factors contributing to the motivation of volunteer CHWs (vCHWs) in Ethiopia currently known as one-to-five network leaders (1to5NLs) and explore variations between attributes of social and work-related determinants.MethodWe conducted a cross-sectional study in four selected woredas (the second lowest administrative structure in Ethiopia, and similar to a district) of Oromia and Tigray regions and interviewed 786 1to5NLs. The effects of each motivational factor were explored using percentage of respondents who agreed and strongly agreed to each of them and Mann-Whitney U test.ResultsIndividual, community, and health system factors contributed to the motivation of 1to5NLs in this study. Intrinsic desire to have a good status in the community as a result of their volunteer service (81.86%) followed by a commitment to serve the community (81.61%) and to gain satisfaction by accomplishing something worthwhile to the community (81.61%) were some of the factors motivating 1to5NLs in our study. Despite these motivational items, factors such as lack of career development (51.47%), unclear health development army guideline (59.26%), limited supervision and support (62.32%), and lack of recognition and appreciation of accomplishments (63.22%) were the factors negatively affecting motivation of 1to5NLs. Lack of career development, limited supervision and support, and lack of recognition and appreciation of accomplishments were significantly varied between attributes of educational level, marital status, service year as 1to5NLs, and previous volunteer engagement (at P < 0.05).ConclusionFindings of our study indicated that non-financial incentives such as the creation of career development models is the key to motivating and retaining CHWs where they are not receiving stipends. Sustainability of CHW program should consider exploring enhanced innovations to strengthen supportive supervision, development of better mechanisms to publicize the role of CHWs, and improvement of recognition and appreciation schemes for CHWs’ efforts and accomplishments.

Impact of Job Stress on Job Satisfaction among the Pharmaceutical Sales Representatives

The prime objective of this study is to identify the relationship between job stress and job satisfaction among the pharmaceutical sales representatives. The primary data for this study was compiled through well-structured questionnaire filled in on a one-to-one basis by 200 pharmaceutical sales representatives. The determinants of job stress that have been idenfitied under this study includes job nature, work relationships, roles and responsibilities, lack of career development, and organizational structure and climate. The study results clearly indicated that the majority of the pharmaceutical sales representatives are facing high level of job stress and they are in the high level of job dissatisfaction. The result also reveals that there is a significant negative relationship between job stress and job satisfaction.

Prevalence and Pattern of Workplace Violence and Ethnic Discrimination among Workers in a Tertiary Institution in Southern Nigeria

Background: Work and work environment are important influences on both health and production. Psychosocial hazards, including Work place occupational violence and racial discrimination, may be assuming a major place in occupational health and safety, especially in developing countries like Nigeria. Work place occupational violence and racial discrimination, though appears latent, equally appears to receive little attention in workplaces. Aim: The study was to assess the prevalence and pattern of workplace violence and racial discrimination as work place psychosocial hazards in a tertiary University in Southern Nigeria. Methodology: Following approval from the Research Ethic Committee of the University of Port Harcourt, 600 consenting staffers of the University of Port Harcourt were recruited by systematic random sampling and pretested structured closed ended self administered questionnaire and adapted Matrix Risk checklist were used for data collection from respondents. Results were presented via descriptive and analytical methods. Results: Work place violence, i.e, physical assault had a prevalence of 9.9% (n = 55). Also Ethnic/tribal discrimination had a 7% (n = 39). Risk factors included work load (98.2%) home-work interface (82.0%), career 70.1%, interpersonal relationship (64.0%), work schedule 53%, lack of career development 58.7%, unfair target or goals 46.2%, job security 20.1% and working alone or night work 21.7%. Conclusion: Work place occupational violence and racial discrimination with its attendant preventable risk factors is present among workers at the University of Port Harcourt. There is need by the University to adopt and enforce appropriate occupational health and safety policies and measures to prevent and control this psychosocial hazard.

Assessment of Risk Factors for Psychosocial Hazards among Workers in a Tertiary Institution in Nigeria: The Need for a Safer Work Environment

Background: Work place psychosocial hazards are assuming a central place in occupational health and safety, especially in developing countries like Nigeria. Psychosocial hazards refer to the mental stresses of work including all sources of fatigue and stress caused by work, work structure, design and regulation that affect output and employee’s wellbeing and health. Several factors have been identified to increase the risks of psychosocial hazards. A number of risk factors may predispose workers to certain work place hazards. Aim: The study was to assess the possible risk factors for psychosocial hazards among Workers at the University of Port Harcourt. Methodology: Ethical approval for the study was obtained and 600 consenting staffers of the University of Port Harcourt were recruited by systematic random sampling and a risk Matrix which is a validated instrument (interviewer administered) as well as a pretested structured closed ended self administered questionnaire was distributed among respondents. Results were presented using descriptive and analytical methods. Results: From the study, risk factors for psychosocial hazards included work load with 548 (98.2%), followed by home-work interface with 458 (82.0%), lack of possibilities to advance forward 392 (70.1%), lack of career development 327 (58.7%), work content with 329 (60%) while constant state of alertness (CSA) was the least with 98 (17.6%). Conclusion: Workers at the University of Port Harcourt experienced or are faced with a number of risk factors for psychosocial hazards; most of them are organizational and employer’s factors. Therefore there is a need to institute appropriate measures to address preventable risk factors and improve the work environment thereby increasing workers effectiveness, productivity and improving their health.

Factors That Affect Staff Morale in Tertiary Hospitals in Malawi: A Case Study of Kamuzu Central Hospital

Staff morale is low among medical and nursing staff in Malawi’s health facilities. This leads to voluntary attrition or unfavorable survival strategies among members of staff. This study sought to determine critical factors that affected staff morale at Kamuzu Central Hospital (KCH). This was a case study research design. Quantitative data were collected through structured questionnaires filled in by doctors, registered nurses and clinical officers. Qualitative data were collected through focus group discussions with the same cadres. An in-depth interview was done with one human resource officer. Key factors that affected staff morale at KCH were: inadequate resources for work, poor compensation, heavy workload, inadequate performance management, lack of career development and lack of training opportunities. Nurses further complained of inadequate management support. Thirty-one percent of the respondents were very dissatisfied with their jobs and 57% were intending to leave within 12 months. Job satisfaction was associated with management responsiveness (p-value 0.009).

Overseas staff left frustrated by lack of career development

Many nurses from overseas who come to work in the UK are not progressing in their careers because they are not receiving professional development, according to an RCN survey.

A review of a multiple retailer's labour turnover

There has been much research carried out into the topic of labour turnover over many years. Staff who are satisfied are more likely to stay working for a business. Research has also shown that there can be many reasons for dissatisfaction, and that they will vary in different situations. One of the main aims of this work was to carry out research into the causal effects of labour turnover at Livingston's. This was achieved in the form of a self‐completion postal questionnaire, which sought to measure staff opinions and attitudes, from a census of part‐time staff. The main drivers of turnover identified were: pay rates; lack of career development; hours of work; training; poor staff recognition; staff facilities; staffing levels; staff uniform; and communications.

Job Satisfaction as a Mediator of the Relationship Between Job Stressors and Affective, Continuance, and Normative Commitment: A Path Analytical Approach

This article investigates the potential mediating role of job satisfaction between job stressors—namely, role overload-quantitative, role overload-qualitative, and lack of career development—as sources of stress on the one hand, and various facets of organizational commitment—namely, affective, continuance, and normative—on the other hand. A sample of 361 employees in a number of organizations in the United Arab Emirates (UAE) was used. Path analysis revealed that role overload-quantitative directly and negatively influences both job satisfaction and affective commitment and that lack of career development as a source of stress directly and negatively influences job satisfaction. Findings also suggest that job satisfaction mediates the influences of role overload-quantitative on various facets of organizational commitment. Implications, future lines of research, and limitations are discussed.