Workforce Satisfaction Research Articles

Employee learning and development, workforce outcome, and talent retention among internet of thing industries: Basis for workforce satisfaction framework

Employee learning and development, workforce outcome, and talent retention among internet of thing industries: Basis for workforce satisfaction framework

Analysis of an Academic Medical Center’s Corrective Action Plan in Response to Fatal Medication Error Using the Institute for Safe Medication Practices’ Hierarchy of Effectiveness

Neuromuscular blocking agents (NMBAs) are high-alert medications that require special handling, necessitating a robust process that prevents medication error, identifies near misses, and ultimately protects patients from harm. One patient at a large academic medical center (AMC) was given vecuronium, a neuromuscular blocking agent, instead of midazolam, and died as a result. Thus, AMC was tasked by the Centers for Medicare & Medicaid Services (CMS) to make a list of actions to prevent a subsequent incident. When assessing AMC’s corrective action plan in comparison to the Institute for Safe Medication Practices’ hierarchy of effectiveness of risk-reduction strategies, it was revealed that 76% of strategies were of low leverage, 16% were of medium leverage, and 8% were of high leverage. In this context, AMC’s corrective action plan should have integrated more system-based interventions, which include medium- or high-leverage strategies, rather than relying heavily on initiatives dependent on human action. Despite the lack of these systemic tools, CMS granted approval for the plan. Overlooking these systemic tools may amplify patient harm and negatively impact workforce satisfaction and efficiency. Moreover, the absence of a “just culture” also plays a role in patient harm. Therefore, recognizing that medication errors in healthcare are predominantly attributed to human error highlights the importance of fostering a just culture that advocates for system accountability to enhance patient safety.

A multistep approach and executive summary assessing and addressing workforce satisfaction and retention of the oncology pharmacy workforce

AbstractIntroductionHematology/oncology pharmacists work in various roles in healthcare systems and represent a highly skilled and valuable resource. There remains a significant challenge in the recruitment and retention of these well‐trained pharmacists. We sought to identify key factors and propose solutions to impact the ability to recruit, promote, and retain pharmacists.MethodsAn initial survey in 2021 assessed the status of the oncology pharmacist workforce with regard to job satisfaction and attrition risk. Based on the top 5 factors identified in the Initial Survey, a Follow‐Up Survey was conducted in 2022 to further understand top dissatisfiers in the workplace. To address these factors, an in‐person collaborative workshop was conducted in 2023 with a focus on creating action plans around the practice model, professional development, well‐being, and metrics.ResultsA total of 392 individuals participated in the Follow‐Up Survey. Most were 31–40 years of age (56%), female (70%), Caucasian (78%), and from academic medical centers (68%). Of the 367 individuals who responded to factors contributing to dissatisfaction at work, 51 of the respondents selected all five factors. The most common factor was the practice model (77%), followed by burnout/well‐being (74%), leadership (62%), professional development (56%), and metrics (32%). At the workshop, teams worked collaboratively to review detailed data, evaluate root causes, define a goal future state, and build recommendations for incremental steps to pursue progress in each of these areas.DiscussionUtilizing key information learned from both the Initial and Follow‐Up Survey, the Oncology Pharmacy Workforce Collaborative demonstrated that the key themes are interconnected and institutional support is essential in modernizing practice models, revamping professional development, creating better measures of direct and indirect patient care activities, and ensuring effective support for well‐being.

Evaluating the Impact of AI-Based Sustainability Measures in Industry 5.0: A Longitudinal Study

In the context of Industry 5.0, this long-term study assesses the significant influence of AI-based sustainability metrics. It also illuminates a novel paradigm in which artificial intelligence (AI) and human expertise work together to jointly drive sustainability, financial performance, employee satisfaction, and overall ecological responsibility. AI-driven sustainability efforts produced a surprising 12% reduction in trash creation, an amazing 7% reduction in energy usage, and an 8% drop in CO2 emissions over a five-year period. Financially speaking, these actions showed up as a steady 4% annual revenue growth, $2 million in cost reductions on average each year, and a cumulative 3.4% gain in return on investment. The human factor is even more notable, with employee satisfaction ratings rising from 4.2 to 4.7 and work-life balance scores significantly rising from 4.1 to 4.6. By 2024, 70% of workers will have adopted AI, demonstrating how essential AI has become to the working. An all-encompassing sustainability score that included these dynamic components increased from 60 to 75 in 2024, indicating a general improvement in sustainability. This study emphasizes the mutually beneficial relationship between artificial intelligence (AI) and sustainability in Industry 5.0. It shows how AI fosters a sustainable and balanced industrial future by improving environmental responsibility and workforce satisfaction while also producing significant financial benefits.

Roofing Distributor Employee Perception: Workforce Attraction/Retention and Need

Workforce attractions and needs development are present at all levels of the construction industry, from general contractors down to trade contractors and their distributors. Specifically, the roofing industry faces a severe decline in workforce strength in all areas, including distribution. This study aims to collect and present workforce data that distributor companies can use to create an attractive company culture to strengthen their workforce. This study collected data via survey and analyzed current workforce satisfaction, attraction, retention factors, and demographics in the roofing industry. Findings yield that the overall work and the yearly compensation were key factors for attraction and retention. The study results illustrate the development of workforce needs in the affordability of benefits and career path. The importance of this study lies in the ability of distributor companies to understand areas they are doing well in and identify areas that need to be improved and incorporate the findings in developing recruitment material for new employees.

Experiences from the Philippine grassroots: impact of strengthening primary care systems on health worker satisfaction and intention to stay

BackgroundInequities in health access and outcomes persist in low- and middle-income countries. While strengthening primary care is integral in improving patient outcomes, primary care networks remain undervalued, underfunded, and underdeveloped in many LMICs such as the Philippines. This paper underscores the value of strengthening primary care system interventions in LMICs by examining their impact on job satisfaction and intention to stay among healthcare workers in the Philippines.MethodsThis study was conducted in urban, rural, and remote settings in the Philippines. A total of 36 urban, 54 rural, and 117 remote healthcare workers participated in the study. Respondents comprised all family physicians, nurses, midwives, community health workers, and staff involved in the delivery of primary care services from the sites. A questionnaire examining job satisfaction (motivators) and dissatisfaction (hygiene) factors was distributed to healthcare workers before and after system interventions were introduced across sites. Interventions included the introduction of performance-based incentives, the adoption of electronic health records, and the enhancement of diagnostic and pharmaceutical capabilities over a 1-year period. A Wilcoxon signed-rank test and a McNemar’s chi-square test were then conducted to compare pre- and post-intervention experiences for each setting.ResultsAmong the factors examined, results revealed a significant improvement in perceived compensation fairness among urban (p = 0.001) and rural (p = 0.016) providers. The rural workforce also reported a significant improvement in medicine access (p = 0.012) post-intervention. Job motivation and turnover intention were sustained in urban and rural settings between periods. Despite the interventions introduced, a decline in perceptions towards supply accessibility, job security, and most items classified as job motivators was reported among remote providers. Paralleling this decline, remote primary care providers with the intent to stay dropped from 93% at baseline to 75% at endline (p < 0.001).ConclusionThe impact of strengthening primary care on health workforce satisfaction and turnover intention varied across urban, rural, and remote settings. While select interventions such as improving compensation were promising for better-supported settings, the immediate impact of these interventions was inadequate in offsetting the infrastructural and staffing gaps experienced in disadvantaged areas. Unless these problems are comprehensively addressed, satisfaction will remain low, workforce attrition will persist as a problem, and marginalized communities will be underserved.

Effects of devolution on healthcare system performance in Machakos County Level 5 Hospital, Kenya

Background: Globally, there has been a trend of devolving services from the National governments to local governments in order to enhance efficiency, effectiveness, equity, responsiveness, and community participation at the grass root levels. This study evaluated the effects of devolution on healthcare system performance in Machakos Level 5 Hospital in Machakos County. Specifically, it evaluated the effects of devolution on healthcare systems performance on healthcare infrastructure, workforce adequacy and workforce satisfaction.Methods: Descriptive cross-sectional study design was used, with mixed methods of data collection of data collection (quantitative and qualitative).Results: The analyzed results revealed that healthcare infrastructure, workforce adequacy and workforce satisfaction improved post devolution period to a great extent. From the inferential statistics analysis, there was a significant improvement in all the three objectives post devolution i.e., p&lt;0.05.Conclusions: Devolution of healthcare system improved the performance of Machakos County Level 5 Hospital. Recommendations were made to roll out the UHC program countrywide, equip all departments, employ more staff, enforce the referral system, similar study be conducted in other county referral hospitals, and similar study be conducted with a focus on other healthcare building blocks.

Ensuring Safety of Patients in Complex Health Systems: A Focus on Primary Healthcare Service Relations in Nigeria

Patient-centered healthcare is a goal for all health systems. However, given the inherent complexities of the health system as one with many nonlinear and dynamic components, the safety of patients could be affected. Therefore, there is the need to study these complexities to manage them toward optimal service delivery. The present study is a qualitative inquiry into the complexities of primary healthcare (PHC) in Nigeria and effects on patients' safety across four PHC facilities in Enugu state in southeast Nigeria. It utilizes a framework that draws on the components of interprofessional collaboration, inclusive of health financing and health workforce satisfaction, to understand the complex PHC system and patient safety. The study findings show that the PHC system in the study area performs suboptimally on the three counts, which implies poor management of the complexities of the system such that patients are highly susceptible to harm. Making a commitment to addressing the shortcomings present in each of the three components will help to decomplexify PHC in line with the World Health Organization agenda of achieving resilient and strong health systems. Importantly, optimizing the psychosocial space in Nigeria's PHC by employing qualified social workers and other psychosocial professionals is crucial for patient safety and a range of psychosocial activities that can enhance job satisfaction of health workers.

Show me the money: how do we justify spending health care dollars on digital health?

Show me the money: how do we justify spending health care dollars on digital health?

Decisive factors for decision-making to achieving sustainable procurement in construction projects

PurposeThis study aimed at determining the decisive factors for achieving sustainable procurement in construction projects.Design/methodology/approachQuestionnaire survey of principal stakeholders involved in construction project delivery within client, consulting and contracting organisations in Nigeria were conducted to assess stakeholders' perspectives on the decisive factors for achieving sustainable procurement in construction projects using importance weights. A total of 243 questionnaires were distributed and a response rate of 51% (123 questionnaires were adequately filled and returned) was achieved. Descriptive and inferential statistics were utilised in analysing elicited data.FindingsThe results from data analysis showed that “satisfaction – including workforce satisfaction and user satisfaction”, “value for money” and “creating a healthy, nontoxic environment – including high indoor air quality” were the top most three decisive factors for achieving sustainable procurement in construction projects in Nigeria.Originality/valueAn understanding of these decisive factors can help principal stakeholders in the construction industry of developing countries to facilitate the development of methods required in supporting the adoption of sustainable procurement practice.

Key performance indicators for destination management in developed economies: A four pillar approach

This conceptual paper puts forth sources of secondary and primary data that can assist destinations in developed countries track and ultimately improve their communities' tourism performance and resilience across four pillars of tourism sustainability: visitor economy, resident support, workforce satisfaction, and environmental health. Such data sources can be used by community leaders to formulate key performance indicators (KPIs) critical in building resilience. The impetus behind these proposed solutions is based on the assumption that the high cost and complexity of collecting and analyzing data on an ongoing basis have plagued the broad adoption of communities engaging in sustainable initiatives. We contend that given access to suitable data, destinations can be better managed as ecosystems in line with sustainable community objectives.

Care managers' experiences in a collaborative care program for the treatment of bipolar disorder and PTSD in underserved communities

ObjectivesTo understand care managers' experiences treating primary care patients with bipolar disorder and PTSD in a telepsychiatry collaborative care (TCC) program, as part of a large pragmatic trial. MethodsWe conducted individual qualitative interviews with 12 care managers to evaluate barriers and facilitators to implementation of a previously completed TCC intervention for patients with bipolar disorder and/or PTSD. We used directed and conventional content analysis and Consolidated Framework for Implementation Research (CFIR) constructs to organize care manager experiences. ResultsParticipants described clinical and medication management support from telepsychiatrists and satisfaction with the TCC model as facilitators of success for patients with bipolar disorder and PTSD in underserved communities. Participants also described onboarding of primary care providers and clinic leadership as keys to successful team-care and credited satisfaction with providing Behavioral Activation as essential to sustained delivery of the psychotherapy component of TCC. ConclusionsParticipants described high satisfaction with TCC for patients with bipolar disorder and PTSD. Challenges included lack of clinic leadership and PCP engagement. Early and ongoing promotion of integrated care and prioritizing telepsychiatry consultation with patients, behavioral health professionals and PCPs, may improve patient care, provide ongoing training and improve workforce satisfaction.

Develop your leadership skills with the Chief Pharmaceutical Officer's Clinical Fellow Scheme

Introduction Good clinical leadership leads to improved patient outcomes, organisational performance and workforce satisfaction​[1,2]​. As the healthcare system manages the after-effects of the COVID-19 pandemic and adjusts to the changing healthcare landscape, high-quality clinical leadership in the NHS is more important than ever​[3]​. The new model of working across integrated care systems requires collaborative, compassionate […]

Understanding Environmental Social and Governance controversies: A Moderated Mediation Model

In the last few decades, attention towards organizational controversies has grown multifold due to the increased activism of media houses, rating agencies, and lawmakers. This increase in attention has brought controversies at the disposal of internal and external stakeholders of the firm. These stakeholders which majorly include stockholders, investors, customers, governing bodies, and, employees of the firm are observed to respond negatively to such controversies. Little attention has been paid to explore the antecedents and consequences of these controversies in the extant literature. Thus, the study aims to explore the relationship between corporate governance, ESG controversies, and workforce satisfaction across the manufacturing sector in the world. Results of the study show that firms with low governance level are seen to observe higher ESG controversies which further negatively affect their workforce satisfaction levels. Additionally, environmental management teams and product responsibility at the organizational level are seen to moderate the relationship between corporate governance and ESG controversies, while their indirect effects are also observed on workforce satisfaction. Organizational image and social identity theory are used as theoretical anchors to explain the key relationships between these constructs. The results of the study are primarily useful for organizations and policymakers to reduce ESG controversies and scandals. The result would also contribute to research in workforce satisfaction from the perspective of organizational controversies and other CSR-related constructs.

Pengaruh Penerapan Kebijakan Sistem Manajemen Keselamatan Dan Kesehatan (SMK3) Terhadap Kepuasan Kerja Tenaga Kerja Pada Proyek Kantor Perwakilan Bank Indonesia Provinsi Bali

This study aims to determine how much effect the implementation of SMK3 policies on workforce satisfaction in construction projects. In this study using descriptive quantitative research methods. The data collection method used a questionnaire that was distributed to the project workforce using 25 people as a sample. The research instrument test used the validity test, reliability test, multicollinearity test, and probability plot normality test, while the data analysis method used multiple linear regression analysis, F test and t test. The research results can be concluded as follows. First, the SMK3 policy variable that has the most dominant influence on workforce job satisfaction is the variable of implementing the K3 plan. Second, the SMK3 policy variables, namely, the establishment of OHS policies, OHS planning, implementation of K3 plans, monitoring and evaluation of K3 performance, and reviewing and improving SMK3 performance have a joint effect on job satisfaction of workers in the project.

Gambia‟s Civil Service Pay Reforms: A solution on workforce satisfaction and performance

Gambia‟s Civil Service Pay Reforms: A solution on workforce satisfaction and performance

The Mediation Impact of Contingent Workforce in the Connection between Organizational Commitment and Job Satisfaction

Most recently there has been wonderful development in the market for a temporary, or contingent, labor power in the United States. The total labor market during 10 years amid somewhere in the range of 1986 and 1996 developed by 1.7 percent, in a similar period, work in contingent services became 10.3 percent. Among the technical, pro-fessional,and managerial category of contingent workforce, there is a rapid growth of payroll noticed. Contingence workforce continues to thrive in Asian countries too. India is no exceptional from this viewpoint hence this has made the purpose of the present research paper to contribute the brief and clear insights towards contingent workforce, organizational commitment, and job satisfaction. The present paper is an empirical evidence for the mediation effect of contingent workforce in the relationship between organizational commitment and job satisfaction. This is a survey-based research work carried out to explore the subject of temporary workforce in Indian context. A sample of 284 respondents were participated in the survey and the typical fining from the present study is contingent workforce fully mediates the relationship between organizational commitment and job satisfaction. Partial Least Square based Structural Equation Modelling was used to test the proposed hypotheses.

The future of the Australian midwifery workforce – impacts of ageing and workforce exit on the number of registered midwives

ProblemEnsuring an adequate supply of the midwife workforce will be essential to meet the future demands for maternity care within Australia. BackgroundAim: To project the overall number of midwives registered with the Nursing and Midwifery Board of Australia and the timing of their retirement to 2043 based upon the ageing of the population.Methods: Using data on the number of registered midwives released by the Nursing and Midwifery Board of Australia we calculated the five-year cumulative attrition rate of each five-year age group. This attrition rate was then utilized to estimate the number of midwives registered in each five-year time period from 2018 to 2043. We then estimated the number of midwives that would be registered after also accounting for stated retirement intentions. FindingsBetween 2018 and 2023 the overall number of registered midwives will decline from 28,087 to 26,642. After this time there is expected to be growth in the total number, reaching 28,392 in 2028 and 55,747 in 2043. If midwives did relinquish their registration at a rate indicated in previous workforce satisfaction surveys, the overall number of registered midwives would decline to 19,422 in 2023, and remain below 2018 levels until 2038. DiscussionDue to the age distribution of the current registered midwifery workforce the imminent retirement of a large proportion of the workforce will see a decline in the number of registered midwives in the coming years. Additional retirement due to workforce dis-satisfaction may exacerbate this shortfall.

KEPUASAN KERJA DAN DISIPLIN KERJA PENGARUHNYA TERHADAP MOTIVASI KERJA KARYAWAN PDAM TIRTA BHAGASASI BEKASI

This research objective to determine the satisfaction, discipline, and motivation of employees of PDAM Tirta Bhagasasi Bekasi, and also to determine satisfaction and discipline of influence on work motivation the employee of PDAM Tirta Bhagasasi Bekasi. There are 90 employees of PDAM Tirta Bhagasasi Bekasi as a sample in this study. The sampling technique uses simple random sampling techniques. Observation and questionnaire methods are used in collecting the data. The data analysis technique uses multiple regression analysis with the SPSS program. The results of the descriptive analysis show the good realization of job satisfaction (average score 3.63) and employee work discipline (average score 3.61) so that it has a positive impact on employee work motivation (average score 3.57). These results are supported by Bekasi Tirta Bhagasasi PDAM data in 2018 which obtained a level of realization of workforce satisfaction of 61.38% (sufficient category), the value of realization of employee work discipline at 5.80% (sufficient category), and the level of realization of labor motivation of 60.71% (sufficient category). t value calculated job satisfaction (b1) = 9,133 with a significance of 0,000 (&lt;= 0.05) then Ho is rejected and Ha is accepted. This means that job satisfaction has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees. T value is calculated work discipline (b2) = 5.535 with a significance of 0,000 (&lt;= 0.05) then Ho is rejected and Ha is accepted. This means that work discipline has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees.

KEPUASAN KERJA DAN DISIPLIN KERJA PENGARUHNYA TERHADAP MOTIVASI KERJA KARYAWAN PDAM TIRTA BHAGASASI BEKASI

This research objective to determine the satisfaction, discipline, and motivation of employees of PDAM Tirta Bhagasasi Bekasi, and also to determine satisfaction and discipline of influence on work motivation the employee of PDAM Tirta Bhagasasi Bekasi. There are 90 employees of PDAM Tirta Bhagasasi Bekasi as a sample in this study. The sampling technique uses simple random sampling techniques. Observation and questionnaire methods are used in collecting the data. The data analysis technique uses multiple regression analysis with the SPSS program. The results of the descriptive analysis show the good realization of job satisfaction (average score 3.63) and employee work discipline (average score 3.61) so that it has a positive impact on employee work motivation (average score 3.57). These results are supported by Bekasi Tirta Bhagasasi PDAM data in 2018 which obtained a level of realization of workforce satisfaction of 61.38% (sufficient category), the value of realization of employee work discipline at 5.80% (sufficient category), and the level of realization of labor motivation of 60.71% (sufficient category). t value calculated job satisfaction (b1) = 9,133 with a significance of 0,000 (&lt;= 0.05) then Ho is rejected and Ha is accepted. This means that job satisfaction has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees. T value is calculated work discipline (b2) = 5.535 with a significance of 0,000 (&lt;= 0.05) then Ho is rejected and Ha is accepted. This means that work discipline has a significant effect on the work motivation of PDAM Tirta Bhagasasi Bekasi employees.