Healthy Hospital: Toward a Better Tomorrow a Demonstration Project to Promote Culture Change through Participatory Decision Making

1997 ◽  
Vol 10 (3) ◽  
pp. 24-33 ◽  
Author(s):  
J. Allan Best ◽  
Geoff Walsh ◽  
Fred Muzin ◽  
Jonathan Berkowitz
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Focus Groups ◽  
Job Stress ◽  
Self Esteem ◽  
Demonstration Project ◽  
Future Research ◽  
Participatory Decision Making ◽  
Key Informant ◽  
Satisfaction Evaluation

The three-year “Healthy Hospital” project was designed to increase participatory decision making, thereby decreasing job stress and increasing job satisfaction. Evaluation methods included employee surveys, focus groups and key informant interviews. Overall stress levels, job satisfaction and self-esteem generally improved. The diverse types of evaluation converge on a conclusion that the project achieved modest but significant gains throughout the organization. Lessons for future research and applications are discussed.

scholarly journals Impact of Job Stress on Job Satisfaction among Air Traffic Controllers of Civil Aviation Authority: An Empirical Study from Pakistan

2012 ◽  
Vol 2 (2) ◽  
pp. 53 ◽  
Author(s):  
Muhammad Iqbal ◽  
Muhammad Adnan Waseem
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Negative Relationship ◽  
Air Traffic ◽  
Civil Aviation ◽  
Future Research ◽  
Quantitative Methodology ◽  
Air Traffic Controllers ◽  
The Impact ◽  
Practical Implications

Purpose – The aim of the study is to investigate the impact of job stress on job satisfaction of employees and also to find out the drivers for the job stress, which contribute to create job stress which ultimately negatively affect job satisfaction. Design/methodology/approach – The study is mainly based on review of the existing literature and collection of data through an adopted questionnaire survey, conducted from the selected sample of Air Traffic Controllers of Pakistan Civil Aviation Authority. A total of 134 questionnaires were distributed among the sample which is selected using the technique of cluster sampling. 122 respondents returned the questionnaire, which are utilized for the analysis purpose. Findings – The results of the current study indicate that there is a negative relationship between job stress and job satisfaction. Those air traffic controllers who had high level of job stress had low job satisfaction. Research limitations – This research paper is based on a specific case of Air Traffic Controllers of Pakistan Civil Aviation Authority. So the results are applicable specifically to Air Traffic Controllers of Pakistan Civil Aviation Authority or other fields in the same industry. A quantitative methodology is used to investigate the problem. Future research can investigate the problem by using a mix of quantitative and qualitative research methodology. Practical implications – The practical implications of the paper include implementation of the results provided by researcher to decrease the employees’ level of stress and increase job satisfaction level. Originality/value – The study is conducted first time in the field specifically highlighting the stress issue. It can be a base for the future research in this area.   Keywords – Job Stress, Job Satisfaction, Air Traffic Controllers

scholarly journals An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace

2021 ◽  
Author(s):  
◽  
Ma. Socorro G Diego-Mendoza
Keyword(s):  
Job Satisfaction ◽  
Ethnic Identity ◽  
Focus Groups ◽  
Career Advancement ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Meta Analysis ◽  
Well Being ◽  
Self Esteem ◽  
Research Context

<p>This thesis aimed to advance the knowledge on perceived discrimination (PD) from targets' perspectives and address gaps in research. Study 1 reports a meta-analysis examining correlates of PD across 63 studies involving 37,790 participants. Findings showed that greater PD was associated with increased race/ethnic identification, negative well-being, and attitudes favouring affirmative action (AA). Greater PD was also related to low job satisfaction, low self-esteem and low socio-economic status (SES). The strongest relationship was found between PD and job satisfaction, followed by negative well-being, race/ethnic identity, self-esteem, AA attitudes and SES. The negative correlation between PD and ethnic identity was moderated by type of measurement, research context and type of sample. Similarly, the link between SES and PD was moderated by research context and type of sample. The meta-analysis also identified major research gaps that served as the jump off point for the next studies. Consequently, a three-component research framework for the study of PD was proposed and tested in three studies. The components were: 1) nature of PD, 2) antecedents of PD, and 3) outcomes of PD. Study 2 explored the first component through separate focus groups discussions participated by immigrants from China (5), India (5), Philippines (5), Germany (4) and Zimbabwe (4). Through thematic analysis, a 4-quadrant model emerged from the themes. In Study 3-A, three PD scales that fit the focus groups' model were constructed and collectively named as Immigrants' Perceptions of Discrimination in the Workplace Scales (IPDWS). The scales' psychometric properties were tested using 155 employed immigrants. Ten factors emerged and converged into two higher order factors - Job-Entry and On-the-Job. Study 3B examined job and psychological well-being outcomes using the same immigrant sample. Findings showed that high PD (in career advancement, compensation and equal treatment in policies factors) predicted low job satisfaction, high PD (in career advancement and derogation) predicted low affective commitment, high PD (exclusion factor) predicted high turnover intentions, and high PD (derogation factor) predicted less life satisfaction and greater psychological distress. Finally, Study 4 examined proximal (age, gender, ethnicity and birthplace) and distal (organizational demographics, perceptions of justice and practices) antecedents of PD through 540 employees using Employee Perceptions of Discrimination in the Workplace Scales (a modified version of IPDWS). Findings showed that increasing age and lower income predicted lower PD (nonrecognition of education and experience). Conversely, increasing age predicted higher PD in career advancement. Moreover, greater PD (in career advancement) occurred in large organizations and the public sector (work dynamics). For organizational justice, higher procedural justice predicted lower PD (career advancement factor), interpersonal justice predicted lower PD (work dynamics and derogation factors), and informational justices predicted low PD (recognition of qualifications, career advancement, and work dynamics factors). As for organizational practices, higher employee-orientation predicted low PD (work dynamics) and higher innovation-orientation predicted low PD (career path factor). Overall, distal antecedents were better predictors of PD than the proximal antecedents. In summary, the research findings contribute to the general discrimination and organizational literatures and offer suggestions to policymaking bodies.</p>

scholarly journals An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace

2021 ◽  
Author(s):  
◽  
Ma. Socorro G Diego-Mendoza
Keyword(s):  
Job Satisfaction ◽  
Ethnic Identity ◽  
Focus Groups ◽  
Career Advancement ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Meta Analysis ◽  
Well Being ◽  
Self Esteem ◽  
Research Context

<p>This thesis aimed to advance the knowledge on perceived discrimination (PD) from targets' perspectives and address gaps in research. Study 1 reports a meta-analysis examining correlates of PD across 63 studies involving 37,790 participants. Findings showed that greater PD was associated with increased race/ethnic identification, negative well-being, and attitudes favouring affirmative action (AA). Greater PD was also related to low job satisfaction, low self-esteem and low socio-economic status (SES). The strongest relationship was found between PD and job satisfaction, followed by negative well-being, race/ethnic identity, self-esteem, AA attitudes and SES. The negative correlation between PD and ethnic identity was moderated by type of measurement, research context and type of sample. Similarly, the link between SES and PD was moderated by research context and type of sample. The meta-analysis also identified major research gaps that served as the jump off point for the next studies. Consequently, a three-component research framework for the study of PD was proposed and tested in three studies. The components were: 1) nature of PD, 2) antecedents of PD, and 3) outcomes of PD. Study 2 explored the first component through separate focus groups discussions participated by immigrants from China (5), India (5), Philippines (5), Germany (4) and Zimbabwe (4). Through thematic analysis, a 4-quadrant model emerged from the themes. In Study 3-A, three PD scales that fit the focus groups' model were constructed and collectively named as Immigrants' Perceptions of Discrimination in the Workplace Scales (IPDWS). The scales' psychometric properties were tested using 155 employed immigrants. Ten factors emerged and converged into two higher order factors - Job-Entry and On-the-Job. Study 3B examined job and psychological well-being outcomes using the same immigrant sample. Findings showed that high PD (in career advancement, compensation and equal treatment in policies factors) predicted low job satisfaction, high PD (in career advancement and derogation) predicted low affective commitment, high PD (exclusion factor) predicted high turnover intentions, and high PD (derogation factor) predicted less life satisfaction and greater psychological distress. Finally, Study 4 examined proximal (age, gender, ethnicity and birthplace) and distal (organizational demographics, perceptions of justice and practices) antecedents of PD through 540 employees using Employee Perceptions of Discrimination in the Workplace Scales (a modified version of IPDWS). Findings showed that increasing age and lower income predicted lower PD (nonrecognition of education and experience). Conversely, increasing age predicted higher PD in career advancement. Moreover, greater PD (in career advancement) occurred in large organizations and the public sector (work dynamics). For organizational justice, higher procedural justice predicted lower PD (career advancement factor), interpersonal justice predicted lower PD (work dynamics and derogation factors), and informational justices predicted low PD (recognition of qualifications, career advancement, and work dynamics factors). As for organizational practices, higher employee-orientation predicted low PD (work dynamics) and higher innovation-orientation predicted low PD (career path factor). Overall, distal antecedents were better predictors of PD than the proximal antecedents. In summary, the research findings contribute to the general discrimination and organizational literatures and offer suggestions to policymaking bodies.</p>

scholarly journals Interpersonal trust, stress and satisfaction at work: an empirical study

2014 ◽  
Vol 43 (1) ◽  
pp. 96-115 ◽  
Author(s):  
Jacob Guinot ◽  
Ricardo Chiva ◽  
Vicente Roca-Puig
Keyword(s):  
Job Satisfaction ◽  
Risk Perception ◽  
Job Stress ◽  
Structural Equation ◽  
Interpersonal Trust ◽  
Well Being ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type ◽  
Positive Effect

Purpose – Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress as a mediator variable. Design/methodology/approach – The paper uses structural equation modeling to analyze the opinions of 6,407 Spanish employees, taken from the 2008 Quality of Working Life Survey carried out by the Spanish Ministry of Labor and Immigration. Findings – The findings show that interpersonal trust has a positive effect on job satisfaction, and that job stress partially mediates this relationship. Furthermore, interpersonal trust is negatively related to job stress, which in turn is negatively related to job satisfaction. Research limitations/implications – Despite the pertinence and size of the database used in the study, it is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included. Practical implications – Cultivating a climate of trust may provide organizations with a strategy to improve levels of mental well-being and satisfaction among their employees. Originality/value – This research explains why interpersonal trust has a positive effect on job satisfaction. The paper's conceptualization of trust implies risk assumption and low risk perception; low perception of risk is presumed to reduce job stress, and in turn, increase job satisfaction. The paper also puts forward reasons for why “excessive” interpersonal trust has been related to negative effects on job satisfaction. “Excessive” trust might infer high risk perception, which might increase job stress, and in turn decrease job satisfaction.

scholarly journals A study on Determinants of Turnover Intention In Pakistan

2014 ◽  
Vol 4 (3) ◽  
pp. 415
Author(s):  
Asma Bashir ◽  
Faiza Durrani
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Turnover Intention ◽  
Important Variable ◽  
The Other ◽  
Future Research ◽  
Job Commitment ◽  
Other Hand ◽  
Relationship Of ◽  
The Relationship

Today’s turnover intention is very challenging for any organization. Organizations should proper plan to recover this issue. The aims of this study were to examine the relationship between turnover intention and job satisfaction particularly the relationship of important factors i.e. job stress job commitment and organizational commitment on job satisfaction and on the other hand their relationship between turnover intention. A sample of 150 employees in the number of organization was used. In this study survey questioner was used .the reliability and regression analysis was used to test hypothesis with the help of spss. The result shows that job commitment is an important variable toward job satisfaction and On the other hand job stress is an important variable which affect turnover intention. Limitations and future research suggestions are discussed.        

Factors Related to Organisational Commitment amongst Social Workers in the Occupied Palestinian Territories

2020 ◽  
Author(s):  
Najwa S Safadi ◽  
Scott D Easton ◽  
Robert G Hasson, III
Keyword(s):  
Job Satisfaction ◽  
Social Workers ◽  
Job Stress ◽  
Employee Attitudes ◽  
Future Research ◽  
Service Orientation ◽  
Organisational Commitment ◽  
Design Data ◽  
Cross Sectional ◽  
Palestinian Territories

Abstract This study examined the contribution of social–demographic characteristics, employee attitudes and environmental factors in explaining levels of organisational commitment amongst public sector social workers in the Occupied Palestinian Territories. Using a cross-sectional design, data were collected in the summer of 2016 from employees at twelve local directorates of the Ministry of Social Development (N = 237) in the West Bank. Palestinian social workers reported extremely high levels of overall organisational commitment. Results of multiple regressions revealed predictors of this outcome, including job stress, job satisfaction and service orientation. As hypothesised, job satisfaction and service orientation were positively related to the dependent variable. Surprisingly, higher levels of job stress were related to higher levels of organisational commitment. Implications for organisational policies and future research are discussed.

scholarly journals Job stress and employee outcomes: employment practices in a charity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wen Wang ◽  
Roger Seifert
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Sick Leave ◽  
Job Stress ◽  
Qualitative Data ◽  
Management Practices ◽  
Employee Relations ◽  
Employment Practices ◽  
Content Type ◽  
Human Resource Management Practices

PurposeThe study intends to examine employee relations with a changing workforce resulting from the business-like transformation in the charity sector. The authors investigated sector-specific employment practices that can alleviate job stress (as a given and which has been made worse by the transformation). Developed from the intrinsic and extrinsic motivation framework, the findings can inform human resource management practices in its new efficiency-seeking business model.Design/methodology/approachThe authors collected both quantitative (through a staff survey and administrative records of sick leave in the previous 12 months) and qualitative data (through interviews and focus groups) from one branch of an internationally well-established and UK-based religious charity between 2017 and 2018.FindingsThe quantitative results support a strong mediating effect of job satisfaction between job stress and staff sick leave. The negative correlation shown between job stress and job satisfaction is subject to paid staff perception of meaningful work and their level of involvement in decision-making, with the latter having a stronger moderating effect. The qualitative data provides further contextualized evidence on the findings.Practical implicationsIt is important for charities to uphold and reflect their charitable mission towards beneficiaries and paid staff during the shift to an efficiency-seeking business model. Charities should involve their new professional workforce in strategic decision-making to better shape a context-based operational model.Originality/valueThe study examined employee relations in the non-profit charity sector with a changing workforce during the transition to a more business-oriented model. In particular, the authors revealed sector-specific factors that can moderate the association between job stress and absenteeism, and thereby contribute to the understanding of human resource management practices in the sector.

scholarly journals A qualitative study of decision-making and safety in ambulance service transitions

2014 ◽  
Vol 2 (56) ◽  
pp. 1-138 ◽  
Author(s):  
Rachel O’Hara ◽  
Maxine Johnson ◽  
Enid Hirst ◽  
Andrew Weyman ◽  
Deborah Shaw ◽  
...  
Keyword(s):  
Decision Making ◽  
Patient Safety ◽  
Risk Aversion ◽  
Focus Groups ◽  
Service User ◽  
Ambulance Service ◽  
Future Research ◽  
Phase 2 ◽  
Alternative Care ◽  
Service Setting

BackgroundDecisions made by front-line ambulance staff are often time critical and based on limited information, but wrong decisions in this context could have serious consequences for patients. There has been little research carried out in the ambulance service setting to identify areas of risk associated with decisions about patient care.AimThe aim of this study was to qualitatively examine potential system-wide influences on decision-making in the ambulance service setting and to identify useful areas for future research and intervention.MethodsWe used a multisite, multimethod qualitative approach across three ambulance service trusts. In phase 1 we carried out 16 interviews to contextualise the study and provide discussion points for phase 2. For phase 2, university and ambulance service researchers observed paramedics on 34 shifts and 10 paramedics completed ‘digital diaries’ that reported challenges to decision-making or to patient safety. Six focus groups were held, three with staff (n = 21) and three with service users (n = 23). From observation and diary data we developed a typology of decisions made at the scene. Data from these and other sources were also coded within a human factors framework and then thematically analysed to identify influences on those decisions. In phase 3, workshops were held at each site to allow participants and stakeholders (n = 45) to comment on the study findings. Participants were asked to rank influences on decisions using a ‘paired comparison’ method.ResultsInterviews provided the context for further qualitative exploration. Nine types of decision were identified from observations and digital diaries, ranging from emergency department conveyance and specialist emergency pathways to non-conveyance. A synthesis of findings from the observations, diaries and staff focus groups revealed seven overarching system influences on decision-making and potential risk factors: meeting increasing demand for emergency care; impacts of performance regime and priorities on service delivery; access to appropriate care options; disproportionate risk aversion; education, training and professional development for crews; communication and feedback to crews; and ambulance service resources. Safety culture issues were also identified. Data from the service user focus groups reflected similar issues to those identified from the staff focus groups. Service user concerns included call handling and communication, triage, patient involvement in decisions, balancing demand, resources, access to care, risk aversion, geographical location and vulnerable patients. Group discussions highlighted a lack of awareness by the public of how best to use emergency and urgent care services. Workshop attendees were satisfied that the findings reflected relevant issues. The two issues ranked highest for warranting attention were staff training and development and access to alternative care.ConclusionsMultiple qualitative methods allowed a range of perspectives to be accessed and validation of issues across perspectives. Recommendations for future research include exploring effective ways of providing access to alternative care pathways to accident and emergency, assessing public awareness and expectations of ambulance and related services, exploring safe ways of improving telephone triage decisions and assessing the effects of different staff skill levels on patient safety.FundingThe National Institute for Health Research Health Services and Delivery Research programme.

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