Improving Structural Empowerment and Job Satisfaction Among State Health Facility Surveyors

2020 ◽  
Vol 13 (1) ◽  
pp. 90-100
Author(s):  
Dawn M. Linn ◽  
Faye Anderson ◽  
Christine Filipovich ◽  
Teresa Hargett
Keyword(s):  
Job Satisfaction ◽  
Nursing Education ◽  
Organizational Performance ◽  
Work Environment ◽  
Health Facility ◽  
Survey Design ◽  
State Health ◽  
Structural Empowerment ◽  
Design Data ◽  
Management Interventions

BackgroundState survey agencies are experiencing an increase in work requirements and surveyor staffing instability thereby compromising organizational performance. No information has been published about surveyor perceptions of the work environment and job satisfaction to inform management interventions for improvement.ObjectiveThe purposes of this study were to evaluate state health facility surveyor perceptions of the work environment and to formulate management recommendations for improving recruitment and retention.MethodsThe Theory of Structural Empowerment (SE) served as the framework for this study which employed a nonexperimental descriptive survey design. Data were obtained using the Conditions of Work Effectiveness Questionnaire-II, the Job Satisfaction Survey, and open-ended questions. Participants were surveyors employed by a state survey agency in northeast United States (N = 52).ResultsSurveyors reported moderate and ambivalent overall SE and job satisfaction, respectively. Significant differences among bureaus, divisions, disciplines/backgrounds, and level of nursing education were identified.ConclusionsSurveyor perceptions of SE and job satisfaction are suboptimal and could be improved with modifications to the work environment.Implications for NursingManagers should assess how staff perceive the work environment and implement data-driven, evidence-based interventions that can reduce attrition and improve organizational efficiency and effectiveness.

scholarly journals Organizational culture as a variable of leadership moderation and employee job satisfaction towards the organizational performance of PT. WKS Jambi

2021 ◽  
Vol 2 (2) ◽  
pp. 087-098
Author(s):  
Noviardi Ferzi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Performance ◽  
Work Environment ◽  
Leadership Style ◽  
Quantitative Methods ◽  
Strong Relationship ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Job Satisfaction

How is the influence of leadership style and work environment on employee job satisfaction with organizational culture as a moderating variable at the PT WKS Jambi? This research uses quantitative methods. The data analysis used the structural-partial least square equation model. Eighty-four employees from each company plantation district were used as samples. The results showed that: 1). leadership style affects the work environment; 2). leadership style has a significant effect on organizational culture; 3). the work environment does not affect organizational culture; 4). organizational culture has a strong relationship with job satisfaction; 5). Leadership style does not affect job satisfaction; 6). the work environment does not affect job satisfaction; 7). through organizational culture, leadership style has a significant effect on job satisfaction; and 8. through organizational culture, the work environment does not significantly affect job satisfaction.

scholarly journals Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

2017 ◽  
Vol 8 (2) ◽  
pp. 132
Author(s):  
Keziah Wakonyo Kahiga
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Survey Design ◽  
Demographic Data ◽  
Public Hospitals ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Level Of Satisfaction ◽  
Service To Others ◽  
The Relationship

Introduction: The literature demonstrates that little research has been conducted to explore job satisfaction among nurses working in obstetric units in Kenya. The perception of job satisfaction by nurses is influenced by the environment in which they work.Methods: A cross-sectional survey design was used to carry out the study. The study tools included the work quality index (WQI) and the demographic data questionnaires. Convenience sampling method was. Data were analyzed using the SPSS version 20. The items in the WQI were organized into six subscales and Cronbach’s alpha was calculated to obtain the reliability coefficient of each subscale. An independent t-test was used to compare the subscales scores for the male and female participants. ANOVA was conducted to compare the level of satisfaction with the six subscales and the participants’ characteristics. Pearson’s product-moment correlation coefficient was calculated to assess if there was any relationships, the magnitude and the direction of the relationship between the six subscales.Results: Nurses are most satisfied with the perception that the work associated with their position provides them with the opportunity to be of service to others and least satisfied with receiving enough time to complete indirect patient care tasks. There are no significant differences in the overall level of satisfaction between males and females though males are more satisfied with autonomy of practice and professional role enactment. The six subscales strongly and positively correlate with one another.Conclusions: Nurses working in the obstetric units are relatively dissatisfied with most of the aspects of the work environment. The more educated nurses are less satisfied than less educated nurses. Since all aspects of job satisfaction are interrelated, emphasis should be put on each of them so as to create a satisfying work environment for nurses working in obstetric units.

scholarly journals The antecedent factors of organizational performance

2020 ◽  
Vol 2 (2) ◽  
pp. 113-123
Author(s):  
Arista Natia Afriany
Keyword(s):  
Job Satisfaction ◽  
Structural Analysis ◽  
Human Resources ◽  
Organizational Performance ◽  
Work Environment ◽  
Work Motivation ◽  
Employee Performance ◽  
Corporate Management ◽  
Study Objective

Companies need human resources because with excelent human resources, corporate management will run well. This study objective is to examine the effect of work motivation, work discipline, work environment on job satisfaction and employee performance. The study was conducted at PT XXX with a total of 58 employees. This study uses structural analysis with smart PLS. The results showed that work motivation has an effect on job satisfaction and job satisfaction has an effect on employee performance. But work discipline and work environment do not affect job satisfaction. The results of this study have implications for companies to increase motivation and job satisfaction so that employee performance can be improved.

scholarly journals EFFECT OF WORK ENVIRONMENT AND COMPETENCE TO PERFORMANCE ORGANIZATION THROUGH JOB SATISFACTION PT. UBIN KERAMIK KEMENANGAN

2019 ◽  
Author(s):  
Deki Krisna Aditya ◽  
Suharto Suharto ◽  
P. Eddy Sanusi Silitonga
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Path Analysis ◽  
Organizational Performance ◽  
Work Environment ◽  
Working Environment ◽  
Environment Variables ◽  
Organization Analysis

This study aimed to determine the effect of the work environment and competence to organizational performance simultaneously, determine the effect of the work environment on the performance of an organization partially, the effect of competence to organizational performance partially, determine the effect of job satisfaction on organizational performance partially, determine the effect of the working environment to organizational performance through job satisfaction and the effect of competence to organizational performance through job satisfaction. The study was conducted at PT. Ubin Keramik Kemenangan. Sampling using saturated samples involving 161 employees in all parts of the organization. Analysis of data using path analysis. Based on data analysis known that the working environment and competence variables affect the performance of the organization simultaneously. Work environment variables affect the performance of an organization partially. Competence variables affect the performance of an organization partially. Competence variables affect the performance of an organization partially. Job satisfaction can provide an improved impact between the work environment and competence to organizational performance.

scholarly journals Effect of work Environment and Cultural Organization through Job Satisfaction on Organization Performance PT. DHARMA Electrindo Manufacturing

2019 ◽  
pp. 16-24
Author(s):  
Buhori Buhori
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Organizational Performance ◽  
Work Environment ◽  
Organization Performance ◽  
Cultural Organization ◽  
Environment Variables ◽  
Organization Analysis

This study aimed to determine the effect of the work environment and organizational culture on organizational performance, determine the effect of the work environment on the performance of the organization, knowing the influence of organizational culture on organizational performance, determine the effect of job satisfaction on organizational performance, determine the effect of the work environment and organizational culture on performance through job satisfaction. The study was conducted on the organization of PT. Dharma Electrindo Manufacturing. Sampling using saturated samples involving 92 employees in all parts of the organization. Analysis of data using path analysis. Based on the analysis of the data found that the work environment and organizational culture affect the performance of the organization, work environment variables affect the performance of the organization, the variable of organizational culture affect the performance of the organization, job satisfaction variables affect the performance of the organization, work environment and organizational culture affect the performance organization through job satisfaction.

scholarly journals The Contribution of Leadership Behavior through Work Environment and Individual Characteristics toward Lecturer Job Satisfaction

2021 ◽  
Vol 6 (2) ◽  
pp. 265-276
Author(s):  
Abdul Haris Abdullah
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Structural Equation ◽  
Survey Design ◽  
Leadership Behavior ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Individual Characteristics ◽  
Equation Modeling ◽  
Analysis Technique

This research is essential because the lecturers’ job satisfaction as the leading factor in higher education activities requires adequate attention. Attention should be paid through measured research to produce reliable decisions. Therefore, this research aims to examine and measure the variables of leadership behavior, work environment, and individual characteristics to know the appropriate treatments to increase lecturer job satisfaction. The research utilized the survey design on the civil servant lecturers. The sampling technique used was a simple random sampling without considering strata because the respondents were almost homogeneous. The instruments were based on theory and expert recognition. The measurement and testing were performed using structural equation modeling (SEM), and the data analysis technique was assisted by SmartPLS 3 software. The results showed that either partially or through mediation, leadership behavior, work environment, and individual characteristics posed positive and significant contributions to lecturer job satisfaction.

Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

2018 ◽  
Vol 9 (03) ◽  
pp. 20553-20562
Author(s):  
Putu Ayu Diah Juliarti ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
High Performance ◽  
Employee Performance ◽  
Statistical Tests ◽  
Path Coefficient ◽  
Significant Positive Effect ◽  
Organizational Goals ◽  
Record Keeping ◽  
Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed  (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

The Influence of Leadership Style, Work Environment on Job Satisfaction and Employee Performance at PT. Khrisna Multi Lintas Cemerlang

2018 ◽  
Vol 9 (03) ◽  
pp. 20544-20552
Author(s):  
Ni Putu Rista Kusumadewi ◽  
I Nengah Sudja ◽  
I Wayan Sujana
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
High Knowledge ◽  
Research Population

This study aims to examine and analyze the relationship between leadership style, work environment, job satisfaction and employee performance. This research was conducted at PT. Khrisna Multi Lintas Cemerlang with the research population were all employees who work in the company. All data obtained from questionnaires were suitable for use, then were analyzed by using structural equation model based on variant analysis which is known as Partial Least Square (PLS). The result of this research shows that the leadership style has positive and significant effect on employee performance, the work environment has positive and significant effect on employee performance, the leadership style has positive and significant effect on job satisfaction, the work environment has positive and significant effect on job satisfaction and job satisfaction has positive and significant on employee performance. The implication of this research was that the leadership needs to give freedom to subordinate to express their opinions, the workplace air temperature was well regulated, the work that was charged according to the ability and expertise, always guided by the company standard in carrying out each task and the employee has high knowledge in solving problem

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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