scholarly journals Career Satisfaction of Military Medical Officers

2019 ◽  
Vol 185 (3-4) ◽  
pp. e438-e447
Author(s):  
Kaoru H Song ◽  
Dana R Nguyen ◽  
Erich J Dietrich ◽  
John E Powers ◽  
John P Barrett
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Military Service ◽  
Clinical Care ◽  
Family Physicians ◽  
Work Hours ◽  
Organizational Decision Making ◽  
Teaching Research ◽  
The Military ◽  
Administrative Tasks

Abstract Introduction Having a mentor is associated with higher job satisfaction among U.S. physicians. The objective of this study was to assess satisfaction among military medical officers and to assess if mentorship and job satisfaction are associated with intention to continue military service. Materials and Methods This is a cross-sectional study using voluntary, anonymous data from 2018 Uniformed Services Academy of Family Physicians Annual Meeting registered attendees who completed an online Omnibus Survey. Outcome measures: satisfaction with work hours and workload; voice in organizational decision-making; amount of teaching, research, and other administrative tasks; being and having a mentor; and likelihood of remaining in the military beyond current service obligation. Statistical analysis: descriptive statistics, chi-square, and logistic regression. Results There was a 66% response rate (310/568) among registered attendees. Respondents reported being satisfied with work hours-workload (53.3%), voice in organizational decision-making (47.4%), and amount of teaching-research-other administrative tasks (55.7%). About 64.6% of respondents reported being a mentor, and 80.7% reported having a mentor. About 53.4% reported being likely/very likely to continue military service beyond their current service obligation. Adjustment for demographic and occupational factors, with significance defined as P ≤ 0.05, revealed that higher percent time in clinical care was negatively associated with satisfaction with voice in organizational decision-making; being a mentor and working in an academic practice setting were positively associated with satisfaction in amount of time with teaching, research, and administrative tasks; and having a mentor was the only factor associated with being likely/very likely to continue military service beyond current service obligation (odd ratio 3.9, 95% confidence interval 1.2–12.1). Conclusions Having a mentor was the only factor associated with intention to remain in the military among 2018 Uniformed Services Academy of Family Physicians Omnibus Survey respondents. These results support enhancing mentorship among military medical officers.

scholarly journals Implementing Resident Team Assistant Programs at Academic Medical Centers: Lessons Learned

2020 ◽  
Vol 12 (6) ◽  
pp. 769-772
Author(s):  
Ryosuke Takei ◽  
George Dalembert ◽  
Jeanine Ronan ◽  
Nicole Washington ◽  
Stuti Tank ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Clinical Care ◽  
Lessons Learned ◽  
Academic Medical Centers ◽  
Institutional Goals ◽  
Medical Centers ◽  
Academic Medical ◽  
Medical Teams ◽  
Administrative Task ◽  
Administrative Tasks

ABSTRACT Background Excessive inpatient administrative tasks can lead to adverse consequences for residents and their patients. Furthermore, this burden has been linked to depersonalization, a major component of physician burnout. Objective To describe the development, implementation, feasibility, acceptability, and early outcomes of Resident Team Assistant (RTA) programs. Methods Three large academic medical centers created RTA programs in which administrative assistants are incorporated into inpatient medical teams. First steps included a needs assessment and driver diagram creation to identify key issues and to solidify goals. Program directors were assigned, and RTAs were hired, trained, and incorporated into inpatient teams at each institution (2003, 2016, 2018). Program leadership and institutional stakeholders met regularly to discuss development and quality assurance. Surveys and direct interviews were performed to evaluate impact and acceptability. Institutional goals in accordance to RTAs tasks were also investigated. Results Resident surveys and interviews have shown acceptability with RTAs completing a large percentage of resident administrative tasks while promoting time spent in direct clinical care and job satisfaction. Hospital-specific improvements have included increase in referring physician communication rate and decrease in work hour violations. The programs have maintained high feasibility and sustainability with a relatively low time commitment from leadership and cost for the institutions. Conclusions The RTA programs at the 3 institutions have continued to be sustained over time with perceived improvements in administrative task burden and job satisfaction for the residents. They have maintained high acceptability and feasibility in terms of effort and costs for the hospitals.

Childcare Teachers' Job Satisfaction: Effects Of Personality, Conflict-handling, and Organizational Characteristics

2016 ◽  
Vol 44 (2) ◽  
pp. 177-184 ◽  
Author(s):  
Sanglim Kim ◽  
Sungeun Yang
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Operating Conditions ◽  
Organizational Characteristics ◽  
Personality Profiles ◽  
Organizational Decision Making ◽  
Childcare Centers ◽  
Individual Personality ◽  
Survey Results ◽  
Conflict Handling

We aimed to examine the comprehensive effects of individual personality traits, interpersonal conflict-handling styles, and organizational characteristics on job satisfaction as perceived by childcare teachers. The sample comprised 179 childcare teachers in South Korea. Survey results revealed that organizational characteristics, such as rewards, director support, collegial relationships, and participation in organizational decision making, positively affected job satisfaction. In addition, job satisfaction was increased by the influence dimension of personality profiles, whereas it was not significantly influenced by conflict-handling styles. The findings in this study suggest that the structural and operating conditions of childcare centers should be improved to increase teachers' job satisfaction.

scholarly journals The relationship of organizational culture to job satisfaction of civil servants in security sectors: A field study: علاقة الثقافة التنظيمية بالرضا الوظيفي للموظفين المدنيين في القطاعات الأمنية: دراسة ميدانية

2021 ◽  
Vol 5 (22) ◽  
pp. 163-144
Author(s):  
Mansour Ahmed Alwadai, Maadi Muhammad Al Madhab Mansour Ahmed Alwadai, Maadi Muhammad Al Madhab
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Climate ◽  
Military Service ◽  
Civil Servants ◽  
Public Security ◽  
Efficiency And Effectiveness ◽  
The Military ◽  
Descriptive Survey ◽  
Security Organizations

This study aims to identify the reality of the organizational culture in the General Directorate of Public Security and its relationship to the job satisfaction of civil employees working in this directorate, in order to gain a deeper understanding of the role of the organizational culture prevailing in security organizations in influencing the level of job satisfaction of the civil employees working in them, and those who are not subject to the military service regulations Rather, they work according to the civil service system, with the aim of reaching recommendations that contribute to achieving job satisfaction for those employees so that they contribute to raising the efficiency and effectiveness of security organizations. The descriptive-survey approach was used as a methodology to conduct this study, and the questionnaire was used as a tool for the study, as the study was applied to a sample of civil employees in the General Directorate in Riyadh, whose number reached (120), and a number of results were reached, the most important of which are (low level of job satisfaction among employees Civilians working in public security, and the existence of a direct statistically significant relationship at the level (0.01) between organizational culture and job satisfaction of civil employees working in security sectors). The study recommended the necessity to reconsider granting civil servants working in the security sectors salaries, incentives and allowances commensurate with their duties, and that is comparable to what is granted to their fellow military personnel who carry out the same tasks, which contributes to increasing the level of their loyalty and affiliation with the security sectors in which they work. Developing the career path for civil employees working in the security sectors, in line with their job capabilities, educational levels and job grades, as well as working to increase the awareness of leaders in the security sectors of the importance of organizational culture in creating a positive organizational climate that encourages creativity and productivity and enhances levels of loyalty, belonging and organizational commitment and increases of the motivation of the employees.

Military Experience and Elite Decision-Making: Self-Selection, Socialization, and the Vietnam Draft Lottery

2021 ◽  
Author(s):  
Danielle L Lupton
Keyword(s):  
Decision Making ◽  
Military Service ◽  
Voting Behavior ◽  
Roll Call ◽  
Military Experience ◽  
Self Selection ◽  
Draft Lottery ◽  
Vietnam Draft ◽  
The Military ◽  
The Impact

Abstract Scholars across international relations (IR) debate the role military experience plays in elite decision-making. I argue there are two critical problems with this debate. First, it fails to adequately consider the underlying mechanisms linking military service to elite policy preferences. Second, it narrowly focuses on the use of force and largely ignores other ways in which military experience may shape elite behavior. I employ vulnerability to the Vietnam draft lottery to disentangle the impact of two key mechanisms linking military service to elite preferences: self-selection and socialization. I compare the foreign and defense policy roll call votes of Members of Congress (MCs) in the House of Representatives across the 94th–113th Congresses who were eligible for the draft and served in the military to those who were eligible for the draft but did not serve. I find significant differences in the roll call voting behavior between these groups, particularly on issues associated with arming and defense budget restrictions, as well as broader oversight of the military. These effects are heightened for MCs who served on active duty, in the military longer, and in combat, providing strong support for socialization effects. My study carries implications for civil–military relations, elite decision-making, and the study of leaders in IR.

Veterans and Job Satisfaction in the U.S. Federal Government: The Importance of Role Clarity in the First Years of Civilian Employment

2019 ◽  
Vol 49 (4) ◽  
pp. 508-531 ◽  
Author(s):  
Andrew K. Tao ◽  
Jesse W. Campbell
Keyword(s):  
Job Satisfaction ◽  
Federal Government ◽  
Military Service ◽  
Service Organizations ◽  
Role Clarity ◽  
Government Employees ◽  
Federal Employee ◽  
Civilian Employment ◽  
The Military ◽  
The U.S

Veterans can face difficulties adjusting to civilian employment due to their experiences in highly structured and regimented military service organizations. This study focuses on factors that affect the job satisfaction of veterans employed in the civilian U.S. Federal Government. Drawing on sector imprinting theory, we propose that role clarity will have a stronger link with job satisfaction for government employees who have served in the military than for those who have not. Second, we argue that this difference will dissipate over time, with the importance of role clarity for veterans being strongest at the earliest stages of the transition to civilian employment. We present evidence for our theory from an analysis of the 2013 Federal Employee Viewpoint Survey. Finally, after discussing the limitations of our study, we suggest practical managerial tactics that can complement ambitious public sector veteran employment initiatives.

Modernization and Role-Expansion of the Military in Developing Countries: A Comparative Analysis

1967 ◽  
Vol 9 (3) ◽  
pp. 233-255 ◽  
Author(s):  
Moshe Lissak
Keyword(s):  
Military Service ◽  
Social Power ◽  
Political Events ◽  
Unusual Phenomenon ◽  
The Subject ◽  
The Government ◽  
Modernization Process ◽  
Political Economic ◽  
The Military ◽  
Administrative Tasks

Officers in active military service engaged in administrative tasks in the civil service, in the management of economic enterprises, in farming estates, teaching, bank management and other “civilian” tasks are not an unusual phenomenon in countries where the military is the exclusive ruler, or a direct and active partner in the government. The number of officers in this category is increasing also in those countries where the military is only a latent and unofficial partner in the regulation of the different sectors of political, economic and social power. However, even in countries where it is excluded from power, the military as an organization (as opposed to individual officers) takes charge of services which in Western countries are regarded as the domain of the civilian administration, or of other civilian bodies. This issue has received only partial and incidental treatment in the literature devoted to the subject of modernization. The “infiltration” of various military branches into different sectors of society is generally explained, if the issue arises at all, in terms of the conflict preceding the coup, or through other political events. Although this method of explanation is perfectly legitimate, it does narrow the discussion to the political sphere. This results in the neglect of highly significant material for the analysis of what may be termed “improvised” processes of modernization and nation-building. “Improvisation”, in this context, means the utilization of unorthodox means and routes to accelerate the modernization process. Infiltration and usurpation of non-military roles by officers is a case in point, although one should acknowledge that modernization is not always desired by the “infiltrators”.

scholarly journals An mHealth App for Decision-Making Support in Wound Dressing Selection (WounDS): Protocol for a User-Centered Feasibility Study (Preprint)

2017 ◽  
Author(s):  
Scott Jordan ◽  
Jane McSwiggan ◽  
Joanne Parker ◽  
Gayle A. Halas ◽  
Marcia Friesen
Keyword(s):  
Decision Making ◽  
Best Practices ◽  
Knowledge Translation ◽  
Wound Dressing ◽  
Clinical Decision Making ◽  
Wound Care ◽  
Clinical Care ◽  
Healthcare Providers ◽  
Family Physicians ◽  
Clinical Decision

BACKGROUND Primary care health professionals, especially family physicians, see a variety of wounds, and yet—despite the frequency of providing wound care—many family physicians do not feel confident in wound care management. This is partly due to a lack of formal wound education in Family Medicine programs. While there are numerous electronic wound care resources available in the UK and North America, none were identified that address the specific need in supporting clinical decision-making in wound dressing selection. At the same time, healthcare providers are increasingly using technology in personal and professional contexts, and a logical extension is to use technology for knowledge translation strategies. OBJECTIVE This work developed a prototype mobile health software application named WounDS, designed to support clinical decision-making in selecting wound dressings. This article presents the development and evaluation plan for the WounDS app. METHODS WounDS has been developed on the iOS platform. The primary specification included ease of use, in that one of the primary influences in user adoption would be the ability to receive a wound dressing recommendation in under 30 seconds and under 5 taps on the screen. The WounDS app guides users through a series of binary decisions for assessing the wound and provides a wound dressing recommendation. The selection algorithm is based in best practices using the Wound Bed Preparation Paradigm. RESULTS Current work is underway to examine the implementation needs for WounDS to be most effectively utilized and to pilot test its feasibility and use in clinical care. Data will be collected through user trials, focus groups, and user metadata will be collected within the app. Optimizing these preconditions will enable a subsequent phase of study to determine effects on clinical decision-making and clinical outcomes. CONCLUSIONS WounDS is designed for knowledge translation, use of technology in clinical decision-making, and continuity of care. The benefits of WounDS include the potential to improve healthcare providers’ competency in wound management and to improve wound healing through better alignment with evidence-based best practices in wound dressing selection, consistency in care from primary to community care, and subsequent downstream impacts in quality of life for patients.

scholarly journals PERCEIVED EFFECT OF EMPLOYEES PARTICIPATION IN ORGANIZATIONAL DECISION MAKING ON JOB SATISFACTION IN NATIONAL INSTITUTE FOR HORTICULTURAL RESEARCH AND TRAINING, OYO STATE NIGERIA

2019 ◽  
Vol 12 (1) ◽  
pp. 1-12
Author(s):  
R. A. OYEYINKA ◽  
O. A. ADEKUNMI ◽  
S. O. AYANSINA ◽  
A. O. AWOYEMI
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Tertiary Education ◽  
Sampling Technique ◽  
Mean Value ◽  
Organizational Decision Making ◽  
Pearson Product Moment Correlation ◽  
Participation In Decision Making ◽  
And Training ◽  
Horticultural Research

The study was conducted to investigate the perceived effect of employees’ participation in organisational decision making on the job satisfaction in National Institute for Horticultural Research and Training, Oyo State, Nigeria. Structured questionnaire were used to collect data from 82 employees using simple random sampling technique. Data were analysed using both descriptive and inferential statistics. The results showed that majority of the employees (51.9%) were female and belong to the age range of 30-40years, with a mean age of 38.3years. Thisis a reflection of gender imbalance of the employees in the organisation. Furthermore 49.1% of the respondents’ were married, while 86.4% of them obtained tertiary education. Moreover the monthly average salary of the respondents was about N100, 000.00.The aggregate mean score for level of participation in decision making was 36.21, while the grand mean was 4.02. Satisfaction with co-workers relationship with mean value of (= 3.71), unity of command amongst the employees with mean value of (=3.63), and satisfaction of the structure in the organisation had greater effect on the employees level of job satisfaction as indicated in the perception of employees rating means scores. Result also shows that, lack of motivation (62.2%), domination by some group (76.8%), and poor communication (71.9%) were the most severe constraints responsible for poor participation in decision making in the organisation. Chi square and Pearson product moment correlation analysis shows that age (χ2=0.257, p< 0.05), educational level (χ2=0.258, p<0.05), years of experience (r = 0.239, p< 0.05) and monthly salary (r = 0.247, p< 0.05) had significant association with participation in organizational decision making. Also the result of Pearson Product Moment Correlation reveals that there is significant relationship between the respondents’ participation in decision making and job satisfaction (r = 0.652, p< 0.05).The study concludes that the effect of employees’ participation in organisation decision making on job satisfaction was rated above average. It is therefore recommended that employees’ motivation should be adhere to in the organization by involvement of employees’ and participation in decision making.      

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