scholarly journals Impacts of working environment and benefits packages on the health professionals’ job satisfaction in selected public health facilities in eastern Ethiopia: using principal component analysis

2019 ◽  
Vol 19 (1) ◽  
Author(s):  
Hailu Merga ◽  
Tilahun Fufa
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Principal Component Analysis ◽  
Health Professionals ◽  
Principal Component ◽  
Component Analysis ◽  
Health Facilities ◽  
Working Environment ◽  
Eastern Ethiopia ◽  
Public Health Facilities

scholarly journals Factors Influencing Job Satisfaction and Anticipated Turnover among Nurses in Sidama Zone Public Health Facilities, South Ethiopia

2014 ◽  
Vol 2014 ◽  
pp. 1-26 ◽  
Author(s):  
Agezegn Asegid ◽  
Tefera Belachew ◽  
Ebrahim Yimam
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Health Facilities ◽  
Working Environment ◽  
Southern Ethiopia ◽  
Clear Understanding ◽  
Cross Sectional ◽  
Public Health Facilities ◽  
Factors Influencing ◽  
Anticipated Turnover

Background. Workplace turnover is destructive to nursing and patient outcomes as it leads to losing competent and qualified nurses. However, developments of coping strategies demand a clear understanding of workplace variables that either motivate nurses to remain employed or lead them to leave their current jobs. Objective. This study was designed toassess factors influencing job satisfaction and intention to turnover among nurses in Sidama zone public health facilities, in Southern Ethiopia.Method. Cross-sectional study design was carried out on 278 nurses using both qualitative and quantitative data collection methods from May 12 to June 05, 2010.Result. A total of 242 nurses were interviewed giving a response rate of 87%. Nearly two-third (68.6%) of the participants were female, and the mean age was 28 (±6.27) years for both sexes. All job satisfaction subscale except benefit and salary subscale were significant predictors of overall job satisfaction. Satisfactions with work environment and group cohesion (AOR: 0.25 [95% CI: 0.12, 0.51]), single cohesion (AOR: 2.56 [95% CI: 1.27, 5.13]), and working in hospital (AOR: 2.19 [95% CI: 1.12, 4.30]) were the final significant predictors of anticipated turnover of Sidama zone nurses.Conclusions. More than any factors managers should consider the modification of working environment and group cohesions rather than trying to modify nurses to retain and maintain more experienced nurses for the organizations.

scholarly journals Organizational Commitment and Associated Factors Among Health Professionals Working in Public Health Facilities of Benchsheko Zone Southwest Ethiopia

2021 ◽  
Author(s):  
Dereje Alemayehu ◽  
Shimeles Ololo ◽  
Yibeltal Siraneh
Keyword(s):  
Public Health ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Leadership Styles ◽  
Health Professionals ◽  
Health Facilities ◽  
P Value ◽  
Southwest Ethiopia ◽  
Public Health Facilities ◽  
Managerial Position

Abstract Background: Organizational commitment is the relative strength of an individual’s identification with and involvement in a particular organization. It is an important predictor of absenteeism, turnover, organizational performance and success. Even though organizational commitment has a paramount importance for health care organizations, very few studies were done so far in Ethiopia particularly among health professionals. Therefore, the aim of this study was to measure level of organizational commitment and associated factors among health professionals working in public health facilities of Bench Sheko zone southwest Ethiopia. Methods: Facility based cross-sectional study was conducted in 14 Public health facilities found in randomly selected districts of Bench Sheko zone. Structured self-administered questioner was used to collect data from a total of 610 Health professionals from 10th of March – 30th of April. Data were entered into Epi-data manager Version 3.1 and exported to SPSS version 24 for further analysis. Factor analysis was done to create factor scores. Simple and multiple linear regression were done. Variables with p- value ≤ 0.25 in simple linear regression were candidate for multiple linear regression. Independent sample t-test and one-way ANOVA were done. Statistical significance was declared at p-value ≤ 0.05. Results: The response rate of the study was 96.8%. The percentages mean score of organizational commitment of health professionals’ was 74.6%. Perceived recognition of employees (B 0.806 [95% CI: 0.711 - 1.00, p=0.000], perceived conducive work climate (B: 0.421 [95%CI: .322 - 0.520], perceived transformational leadership style (B 0.749 [95%CI: .604 - .894, p=0.000], perceived transactional leadership styles (B: 0.294 [95%CI: .198 - .390 p=0.000] and not having managerial position(B:-.293 [95%CI:-.559 -0.028] were predictors of organizational commitment. Conclusion: Overall level of organization commitment of health professionals’ was higher than what is reported in many other studies. Organizational commitment was affected by job satisfaction, leadership styles and managerial position of health professionals. Hence, policy makers and human resource managers need to pay special attention to intervene on these factors.

Health professionals attitude, willingness to use mobile health technology and its associated factors in Dessie town public health facilities, northeast, Ethiopia : a cross sectional study design (Preprint)

2020 ◽  
Author(s):  
Amare Kassie ◽  
Adamu Jemere ◽  
Atsede Shiferaw
Keyword(s):  
Public Health ◽  
Health Services ◽  
Mobile Phone ◽  
Pulse Rate ◽  
Health Professionals ◽  
Health Facilities ◽  
Cross Sectional ◽  
Public Health Facilities ◽  
Northeast Ethiopia ◽  
Willingness To Use

BACKGROUND Background: The improved telecommunication infrastructure and reduced device costs in developing countries, including in Ethiopia increases the mobile phone penetration significantly. Nowadays, digitization of information to improve the access, quality and equity of health services becomes increasing important. However, resistance to use mobile technology for improving the health service among health professionals remains the problem in the health care system. OBJECTIVE Objective: This study aimed to determine the attitude and willingness to use mobile health technology and its associated factors among health professional in Dessie town public health facilities northeast, Ethiopia. METHODS Methods: A facility based cross-sectional study was conducted from March to April, 2016 in Dassie town of public health facilities, Northeast Ethiopia. A total of 422 health professionals who were working at public health facilities were selected using the proportionate probability sampling technique. Data collected using a standard structured and self-administered questionnaire, and an observational checklist were cleaned, coded, and entered into Epi-info version 7.2.1, and transferred into SPSS version 20 for further statistical analysis. Variables with a p-value of less than 0.05 at the multiple logistic regression analysis were considered as statistically significant. RESULTS Result: In this study, attitude and willingness to use mHealth among health professionals were found to be76.5% and 80.1%, respectively. In multivariable logistic regression analysis, health professionals’ age ranged from 20-29 years [AOR= 2.50, 95% CI: 1.22, 5.12], being male [AOR = 2.73, 95% CI: 1.46, 5.09], had access to internet [AOR=3. 51, 95% CI: 1.55, 7.96], and prior use of mobile phone for expected date of delivery (EDD) and for pulse rate monitoring were significantly associated with the attitude to use mHealth. While, willingness to use the technology was significantly associated with access to the internet [AOR=3. 92, 95% CI: 1.67, 9.16], prior mobile phone use of for diagnosis [AOR= 2.84, 95%CI: 1.35, 5.95], EDD calculation [AOR =2. 72, 95% CI: 1.23, 6.03] and pulse rate monitoring [AOR=2. 68, 95% CI: 1.28, 5.59]. CONCLUSIONS Conclusions: Health professional’s attitude and willingness to use mHealth were low when compared to previous studies. Access to internet, previous use of mobile phone for health services such as for pulse rate monitoring and for calculating date of delivery, younger age (20-29 years) and being male were among the reported significant variables. Therefore, motivating health professional to use the mobile phone to improve health services and working to access free internet at the health facilities are highly recommended.

scholarly journals Factores determinantes de la satisfacción laboral en España en la crisis de 2008

2016 ◽  
Vol 12 (5) ◽  
pp. 1192 ◽  
Author(s):  
María Carmen Sánchez-Sellero ◽  
Pedro Sánchez-Sellero
Keyword(s):  
Job Satisfaction ◽  
Principal Component Analysis ◽  
Economic Crisis ◽  
Stepwise Regression ◽  
Linear Models ◽  
Principal Component ◽  
Component Analysis ◽  
Stepwise Multiple Regression ◽  
Personal Variables ◽  
Degree Of Satisfaction

Purpose: We try to find out differences between personal and job-related features to know which better explain job satisfaction. This study is made in a year of economic growth and in two years of economic crisis, in order to determine if the economic crisis affects to previous results.Design/methodology: The data are from the Quality of Labour Life Survey by the Ministry of Employment and Social Security in Spain, in 2007, 2009 and 2010. We use linear models (ANOVA), principal component analysis and stepwise multiple regression. The variables are degree of satisfaction with the current job and a group of personal variables (gender, age and education level) and job-related variables (with a maximum of 14 variables depending on the method).Findings: Using linear models get the variables related to work which provide better results to explain job satisfaction, and after a stepwise regression made with factors of principal component analysis, we find out that salary is one of the last factors in this explanation. The variables that influence on job satisfaction do not depend on the economic cycle, although the hierarchies are different among them.Social implications: During the crisis, the demands of workers are lower because they prefer to have a job with low working conditions and low salary than lose their job. Reducing the degree of satisfaction with stability and wages is due to the economic situation, because labour contracts are less stable and remunerated.Originality/value: We have compared the results of stepwise regression made with the original variables and the factors of principal component analysis. The combination of these methodologies is new in studies of job satisfaction, as well as the original combination of 14 variables related to work.

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