scholarly journals Perception of nursing staff towards the application of Professional Nursing Care Model and job satisfaction at Sanjiwani Hospital, Gianyar

2018 ◽  
Vol 6 (1) ◽  
pp. 68
Author(s):  
Gusti Ayu Krisma Yuntari ◽  
Pande Putu Januraga ◽  
I Ketut Suarjana
Keyword(s):  
Job Satisfaction ◽  
Nursing Care ◽  
Nursing Staff ◽  
Care Model ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Inpatient Ward ◽  
Professional Nursing ◽  
Nursing Services ◽  
Education And Employment

AbstractBackground and purpose: Several hospitals in Indonesia have developed a model of nursing care known as MAKP (Professional Nursing Care Model) to improve the quality of nursing services. Sanjiwani Hospital, Gianyar has applied this model. The aim of this study is to explore the perception of nurses towards this approach and assess its association with job satisfaction.  Methods: A cross-sectional survey was conducted with 92 nurses working at the inpatient ward at Sanjiwani Hospital, Gianyar. Data were collected from July-August 2017 by interview using questionnaires. Data collected included  the characteristics of respondents (age, gender, education, and employment status), nurses’ perception towards the application of MAKP, and nurses’ job satisfaction.Results: Nursing staff demonstrated perception score of ≥15 on leadership elements (68.5%), communication (72.2%), coordination (84.8%), delegation (80.4%), and supervision (66, 3%). Nursing staff with a score of ≥15 in coordination perception (AOR=4.48; 95%CI: 1.14-17.54), delegation (AOR=4.00; 95%CI: 1.21-13.23) and supervision (AOR=3.35; 95%CI: 1.25-8.88) expressed higher job satisfaction. While aspects of leadership (AOR=0.98; 95%CI: 0.29-3.79) and communication (AOR=0.76; 95%CI: 0.19-3.05) were not significantly associated with job satisfaction.Conclusions: The majority of nurses have a positive perception towards the MAKP approach. The better perception on coordination, supervision and delegation are found to increase job satisfaction. The results imply that coordination, supervision and delegation should be considered in order to increase job satisfaction in other hospitals.

scholarly journals Perception of nursing staff towards the application of Professional Nursing Care Model and job satisfaction at Sanjiwani Hospital, Gianyar

2018 ◽  
Vol 6 (1) ◽  
pp. 1
Author(s):  
Gusti Ayu Krisma Yuntari ◽  
Pande Putu Januraga ◽  
I Ketut Suarjana
Keyword(s):  
Job Satisfaction ◽  
Nursing Care ◽  
Nursing Staff ◽  
Care Model ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Inpatient Ward ◽  
Professional Nursing ◽  
Nursing Services ◽  
Education And Employment

AbstractBackground and purpose: Several hospitals in Indonesia have developed a model of nursing care known as MAKP (Professional Nursing Care Model) to improve the quality of nursing services. Sanjiwani Hospital, Gianyar has applied this model. The aim of this study is to explore the perception of nurses towards this approach and assess its association with job satisfaction.  Methods: A cross-sectional survey was conducted with 92 nurses working at the inpatient ward at Sanjiwani Hospital, Gianyar. Data were collected from July-August 2017 by interview using questionnaires. Data collected included  the characteristics of respondents (age, gender, education, and employment status), nurses’ perception towards the application of MAKP, and nurses’ job satisfaction.Results: Nursing staff demonstrated perception score of ≥15 on leadership elements (68.5%), communication (72.2%), coordination (84.8%), delegation (80.4%), and supervision (66, 3%). Nursing staff with a score of ≥15 in coordination perception (AOR=4.48; 95%CI: 1.14-17.54), delegation (AOR=4.00; 95%CI: 1.21-13.23) and supervision (AOR=3.35; 95%CI: 1.25-8.88) expressed higher job satisfaction. While aspects of leadership (AOR=0.98; 95%CI: 0.29-3.79) and communication (AOR=0.76; 95%CI: 0.19-3.05) were not significantly associated with job satisfaction.Conclusions: The majority of nurses have a positive perception towards the MAKP approach. The better perception on coordination, supervision and delegation are found to increase job satisfaction. The results imply that coordination, supervision and delegation should be considered in order to increase job satisfaction in other hospitals.

scholarly journals Leadership styles in nursing management: implications for staff outcomes

2016 ◽  
Vol 6 (1) ◽  
pp. 23-36 ◽  
Author(s):  
James Avoka Asamani ◽  
Florence Naab ◽  
Adelaide Maria Ansah Ofei
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Nursing Staff ◽  
Nurse Managers ◽  
Eastern Region ◽  
Staff Retention ◽  
Cross Sectional Survey ◽  
Intention To Stay ◽  
Cross Sectional

Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5) among the nursing staff. More than half (51.7%) of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.  

scholarly journals Perbandingan Model Asuhan Keperawatan Profesional Tim dengan Primary Nursing dalam Peningkatan Kualitas Asuhan Keperawatan di Rumah Sakit Kota Medan

2021 ◽  
Vol 6 (2) ◽  
pp. 149
Author(s):  
Hendry Kiswanto Mendrofa ◽  
Muhammad Taufik Daniel Hasibuan
Keyword(s):  
Nursing Care ◽  
Sampling Technique ◽  
Model Group ◽  
Care Model ◽  
Primary Nursing ◽  
Professional Nursing ◽  
Nursing Services ◽  
Team Model ◽  
Quality Of Nursing

The development of science and technology that continues to progress, especially in the health sector requires changes in terms of service so that in providing more professional services in hospitals, nursing care must be of high quality. Nursing Law Number 38 of 2014 Article 3B states that nursing arrangements aim to improve the quality of nursing services, therefore the provision of quality nursing services is important in today's health services. The model of professional nursing care is divided into several models, namely primary, team and case nursing. Based on the results of a survey of research journals, the researchers concluded that there was no research that compared the professional nursing care team model with primary nursing in improving the quality of nursing care. The purpose of this study was to identify the use of the professional nursing care team model with the primary nursing model in improving the quality of nursing care. This type of research is a quantitative research type with a comparative design. The population in this study were all patients at the Inpatient Hospital where the study was conducted. The sampling technique used was purposive sampling technique. Data collection on the quality of nursing care used a quality scale patient assessment instrument – the acute care version (PAQS-ACV). This instrument was developed to assess the quality of nursing care. Data analysis in this study used an independent t-test. normality test using the Kolmorogov-Smirnov test with a significance value (p > 0.05). The results showed that there was a significant difference between the quality of nursing care in the team group and the quality of nursing care in the primary nursing group where the value of sig (2-tailed) was 0.008 where > 0.05, the results also showed that based on the results of the frequency distribution test the quality of nursing care was using the team model and the primary nursing model has a high majority value of nursing care quality, but there is a difference in the average value (mean) where the quality of nursing care in the nursing care model group in the team method group is 144.86 and the quality of nursing care in the primary nursing model group is 155.83. These results indicate that the quality of nursing care with the primary nursing model has a higher quality of care value than the group nursing care model with the team method. Based on the results of this study, it is recommended that hospitals can apply a professional nursing practice model, especially the primary nursing model to further improve the quality of nursing care provided.

scholarly journals RELATIONSHIP OF PROFESSIONAL NURSING CARE METHODS (MAKP) TEAM WITH NURSE SATISFACTION

2021 ◽  
Vol 1 (2) ◽  
pp. 151-166
Author(s):  
EvaKartika Hasibuan ◽  
Masri Saragih ◽  
AdventyRiangBevy Gulo ◽  
Henny Syapitri
Keyword(s):  
Nursing Care ◽  
Hospital Performance ◽  
Bivariate Analysis ◽  
Nurse Satisfaction ◽  
Chi Square ◽  
Cross Sectional ◽  
Professional Nursing ◽  
Nursing Services ◽  
Chi Square Test ◽  
The Relationship

Hospital health services cannot be separated from nursing services which have a role in improving the health status of patients. The team method is the organization of nursing services using a team consisting of groups of clients and nurses. Nurse performance is a measure of the quality of service in a hospital. Performance is influenced by individual variables, psychological variables and organizational variables. This study aims to determine the relationship between professional nursing care management (MAKP) TEAM and nurse satisfaction in the hospital. The type of research used is descriptive analytic research with a "cross sectional" approach. Population of 60 people and sample of 60 people, the sampling technique was used with total sampling. MAKP TEAM data collection with nurse satisfaction through questionnaires. The statistical test used the chi-square test. The results of the bivariate analysis of the relationship between the Professional Nursing Care Method (MAKP) TEAM and the Satisfaction of Nurses in the Inpatient Room of the Sari Mutiara Lubuk Pakam Hospital from the results of the chi square test obtained a value of p = 0.000 <0.05, where Ha is accepted, which means there is a relationship between professional nursing care methods ( MAKP) Team with Nurse satisfaction.So from the results of the research conducted there was a relationship between the TEAM Professional Nursing Care Method (MAKP) and the Satisfaction of Nurses in the Inpatient Room of the Sari Mutiara Lubuk Pakam Hospital. It is hoped that the head of the room will increase his role in aspects of the management function. It is hoped that the hospital will increase teamwork in the application of the team method in the inpatient room so as to produce nurse satisfaction and produce perceived job satisfaction among nurses. It is hoped that the next researchers will be able to conduct more in-depth research on nurses who work in the hospital.

scholarly journals Development of Intention to Stay Model for Temporary Nursing Staff in RS UNAIR

Jurnal NERS ◽  
2016 ◽  
Vol 9 (2) ◽  
pp. 313
Author(s):  
Ike Nesdia Rahmawati ◽  
Nursalam Nursalam ◽  
Ninuk Dian Kurniawati
Keyword(s):  
Job Satisfaction ◽  
Nursing Staff ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Cross Sectional Survey ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Quality Of Nursing

Introduction: Intention to stay of nurses is important to reduce turnover rate and to improve the stability of hospital. Quality of nursing work life (QNWL) has been found to influence intention to stay. However, reliable information of this effect is limited. The purpose of this study was to develop the model of intention to stay for temporary nursing staff in RS UNAIR. Method: Anexplanative cross-sectional survey design was used in this study. Data were collected by using questionnaire among 32 nurses working at different units in this hospital through simple random sampling and analyzed by partial least square (PLS). Result: QNWL affected job satisfaction but did not affect commitment. Commitment was significantly affected by job satisfaction. There was effect of job satisfaction on intention to stay. Commitment also significantly affected intention to stay Discussion: QNWL is a predictor of intention to stay trough job satisfaction and commitment. It is recommended that more focused interventions on QNWL, job satisfaction, and commitment developments may improve intention to stay. Recruitment of non-nursing staff to carry out billing and administrative tasks is urgently needed. Suggestions for further research is to analyze the effect of empowerment, remuneration, and career ladder on nurses’ intention to stay.Keywords: intention to stay, quality of nursing work life, job satisfaction, commitment.

scholarly journals Job satisfaction and its associated factors among optometrists in Ghana: a cross-sectional study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Kwadwo Owusu Akuffo ◽  
Eldad Agyei-Manu ◽  
David Ben Kumah ◽  
Anthony Danso-Appiah ◽  
Abubakar Sadik Mohammed ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Associated Factors ◽  
Critical Role ◽  
Final Analysis ◽  
Cross Sectional Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Eye Health ◽  
Overall Job Satisfaction

Abstract Background Job satisfaction describes an employee’s motivation and/or feeling of satisfaction towards his/her work. Globally, healthcare professionals’ turnover and retention play a critical role in the delivery of essential health services. In Ghana, however, little has been done to ascertain job satisfaction levels among human resources for eye-health. The objective of this study therefore was to assess job satisfaction and its associated factors among optometrists in Ghana. Methods A cross-sectional survey was conducted among 304 registered and licensed optometrists of the Ghana Optometric Association between September 2018 and June 2019. A validated, well-structured questionnaire was used to elicit information on socio-demographic characteristics of participants and measures on job satisfaction. Scores from a five-point Likert scale was employed to examine job satisfaction and its associated factors. Linear regression analyses were used to evaluate the association between overall job satisfaction and its associated factors using Rasch logit scores. Results A total of 214 optometrists gave valid responses to the questionnaires used for the final analysis. The mean (± SD) score of the overall perception of job satisfaction among optometrists was 3.36 (± 1.00), with 74.3% of them being satisfied with their jobs. After statistical adjustment, Good work-life balance (Unstandardized co-efficient (β) = 0.288, p = 0.001), Salary (β = 0.222, p < 0.0005), Supervision (β = 0.117, p = 0.044), and Continuing Education Opportunities (β = 0.138, p = 0.017) were all significantly associated with higher levels of overall job satisfaction. Conclusions Most optometrists were satisfied with their jobs. Effective strategic planning and management of human resources for eye-health in Ghana are essential in the development of quality eye-health systems and the provision of high-quality eyecare services.

Examining police officers’ perceptions of stress: the role of Person−environment fit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachael Rief ◽  
Samantha Clinkinbeard
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Well Being ◽  
Work Outcomes ◽  
Cross Sectional Survey ◽  
Organizational Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Overall Job Satisfaction

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

scholarly journals Clinic outcomes of the Pathway to Care Model: A cross-sectional survey of adolescent depression in Malawi

2017 ◽  
Vol 29 (2) ◽  
pp. 97 ◽  
Author(s):  
Stanley Kutcher ◽  
Michael Udedi ◽  
Heather Gilberds ◽  
Adena Brown ◽  
Rex Chapota ◽  
...  
Keyword(s):  
Adolescent Depression ◽  
Care Model ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Pathway To Care
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