Leadership Styles versus Health Workers' Job Satisfaction: Relationships, Correlates and Predictors in Tertiary Hospitals in Ekiti State, Southwest Nigeria

2020 ◽  
Vol 23 (12) ◽  
pp. 1702
Author(s):  
KA Durowade ◽  
IB Kadiri ◽  
SB Durowade ◽  
TA Sanni ◽  
MA Ojuolape ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Health Workers ◽  
Tertiary Hospitals ◽  
Southwest Nigeria

scholarly journals Factors influencing the motivation of maternal health workers in conflict setting of Mogadishu, Somalia.

2022 ◽  
Author(s):  
Naima Said Sheikh ◽  
Abdi Gele
Keyword(s):  
Job Satisfaction ◽  
Maternal Health ◽  
Health Worker ◽  
Health Workers ◽  
Sub Saharan Africa ◽  
Targeted Interventions ◽  
Health Worker Motivation ◽  
Tertiary Hospitals ◽  
Worker Motivation ◽  
Intrinsic Job Satisfaction

Abstract Background: Motivated health workers play an important role in delivering high-quality maternal health services, especially in low-income countries where maternal mortality rates are high, and shortages of human resource for health is prevalent. The aim of this study is to investigate the motivation of maternal health workers in three tertiary hospitals in Mogadishu Somalia. Method: To investigate health worker motivation in Somalia, we used a semi-structured questionnaire that was validated and widely used in Sub-Saharan Africa. Data were collected from 220 health workers across three tertiary hospitals in Mogadishu between February and April 2020. Health worker motivation was measured using seven constructs: general motivation, burnout, job satisfaction, intrinsic job satisfaction, organizational commitment, conscientiousness, timeliness and attendance. A multivariate regression analysis was performed to determine the predictors of health worker motivation. Results: The study found that male health workers have a higher work motivation, with a mean score of 92.75 (SD 21.31) versus 90.43 (SD 21.61) in women. A significant correlation was found between health workers motivation and being an assistant, nurse, physician, pediatric-assistant, midwife, supervisor and pharmacist. Unexpectedly, the gynecologists and midwives were the least motivated groups among the different professions, with mean scores of 83.63, (SD: 27.41) and 86.95 (SD: 21.08), respectively. Of the aforementioned seven motivation constructs, the highest mean motivation scores (from 1-5) were observed in conscientiousness and intrinsic job satisfaction. Conclusion: The results highlight the importance of targeted interventions that increase the motivation of female health workers, particularly gynecologists and midwives in Somalia. This can be done by providing non-financial incentives, in addition to encouraging their participation in the decision-making process. Further research is needed to investigate the effect of a lack of motivation among gynecologists and midwives on maternal health in Somalia.

scholarly journals Leadership styles and job satisfaction. Results of a systematic review

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
M L Specchia ◽  
M R Cozzolino ◽  
E Carini ◽  
A Di Pilla ◽  
W Ricciardi ◽  
...  
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Leadership Styles ◽  
Professional Competence ◽  
Health Workers ◽  
Search Algorithm ◽  
Social Systems ◽  
Healthcare Quality ◽  
Healthcare Organizations ◽  
The Impact

Abstract Background Healthcare organizations are social systems in which human resources are generally the most important factor for the provision of care. In these contexts, leadership plays a key role in providing effective and efficient care and results in positive outcomes for professionals, patients and work environment. The aim of this review was to identify and analyze the knowledge present to date in literature concerning the correlation between leadership styles and nurses' job satisfaction. Methods A systematic review of the literature was carried out on Medline and CINAHL databases between June and October 2019 by using a specific search algorithm. The following inclusion criteria were set: focus on the impact of different leadership styles on nurses' job satisfaction; secondary care; nursing setting; full-text available; English or Italian language. Results 6681 titles, 410 abstracts and 57 full texts were analyzed. The 12 selected studies considered 7 leadership styles: Transformational, Transactional, Passive-Avoidant, Laissez-Faire, Resonant, Authentic and Servant. Four studies (33%) considered only 1 style, 3 studies (25%) 2 styles, 4 studies (33%) 3 styles and only one study (9%) considered 4 styles. Transformational and Transactional styles were the most represented (75% and 67% respectively). Most of the studies conducted (88%) showed a significant correlation, both positive and negative, between the adopted Leadership style and the nurses' job satisfaction. Conclusions In a complex and constantly evolving context, healthcare organizations need to guarantee not only technical and professional competence, but also satisfaction as a motivational lever for health workers. It is therefore necessary to identify and fill the gaps in leadership abilities as a present and future objective in order to positively affect health professionals' job satisfaction and therefore healthcare quality indicators. Key messages Job satisfaction plays a key role in healthcare and nursing as a motivational lever for health workers. Leadership styles directly impact on nurses' job satisfaction which in turn affects healthcare quality and patient outcomes.

scholarly journals Influence Of Supportive And Directive Leadership Styles On Employee Job Satisfaction In Commercial Banks In Kenya

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
DAVIDSON MGHANGA MWAISAKA
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Commercial Banks ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Supportive Leadership ◽  
Employee Job Satisfaction

The purpose of the study was to investigate the influence of supportive and directive leadership style on employee job satisfaction in commercial banks in Kenya. The study adopted positivism research philosophy to guide the study and limited itself to descriptive correlational research design to analyze and provide responses to the research questions. The research design was preferred because it allows description and comparison of characteristics of populations based on data collected from samples through questionnaires. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using stratified sampling technique, the study drew a sample size of 386 employees reporting to middle level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics, which included factor analysis, correlational analysis, chi-square, one-way analysis of variance (ANOVA), and regression analysis using Statistical Package for Social Sciences (SPSS) version 20 and Windows’ Microsoft excel programs.From the findings of multiple linear regression analysis, it was established that directive leadership style had a positive and significant relationship with employee job satisfaction, R2 = .228, F(1, 362) = 53.396, p < .05; β = .454, p < .05. The results from multiple linear regression analysis also showed that supportive leadership style positively and significantly predicted employee job satisfaction, R2 = .603, F(1, 366) = 278.269, p < .05; β = .716, p < .05. In addition, the study tested the moderating influence of environmental contingency factors and was confirmed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction, R2=0.090, F(5,364) = 35.04, p < .05; β= 0.229, p<.05.The study makes a contribution to the literature of the influence of directive and supportive leadership styles from Kenyan commercial banks’ perspective and adds an impetus to employees, management and policymakers to address issues that are impeding employee job satisfaction. The future researchers should include all bank employees in their study to determine the influence of directive leadership style and supportive leadership style on employee job satisfaction.

scholarly journals KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN AFEKTIF PADA KARYAWAN PERUSAHAAN BIDANG KONSTRUKSI MILIK PEMERINTAH DI MEDAN

2019 ◽  
Vol 18 (3) ◽  
pp. 209
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Anisa Firli ◽  
Gilang Ananda Mikola ◽  
Muhammad Adnan Darmawan
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Leadership Styles ◽  
Leadership Style ◽  
Affective Commitment ◽  
Positive Experience ◽  
Business Organizations ◽  
Transformational Leadership Style

Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

scholarly journals Work motivation and job satisfaction of health workers in urban and rural areas

2016 ◽  
Vol 73 (8) ◽  
pp. 735-743
Author(s):  
Maja Grujicic ◽  
Jelena Jovicic-Bata ◽  
Slavica Radjen ◽  
Budimka Novakovic ◽  
Sandra Sipetic-Grujicic
Keyword(s):  
Job Satisfaction ◽  
Rural Area ◽  
Interpersonal Relationships ◽  
Health Professionals ◽  
Rural Areas ◽  
Work Motivation ◽  
Health Workers ◽  
Data Gathering ◽  
Urban Setting ◽  
Urban And Rural Areas

Background/Aim. Motivated and job satisfied health professionals represent a basis of success of modern health institutions. The aim of this study was to investigate whether there was a difference in work motivation and job satisfaction between health workers in urban and rural areas in the region of Central Serbia. Methods. The study included 396 health professionals from urban setting, and 436 from a rural area, employed in four randomly selected health facilities. An anonymous questionnaire was used for data gathering. Statistical analysis was performed using ?2, Student t-test, Spearman's correlation coefficient, and logistic regression analysis. Results. Urban health professionals were significantly more motivated and job satisfied than respondents from rural area. In relation to work motivation factors and job satisfaction of health professionals in urban and rural areas, there were no significant differences in working conditions and current equipment, and in terms of job satisfaction there were no significant differences in relation to income either. Conclusion. In order to increase the level of work motivation and job satisfaction of health workers in rural areas, apart from better income, they should get more assistance and support from their supervisors, and awards for good job performance; interpersonal relationships, promotion and advancement opportunities, managerial performance and cooperation at work should be improved; employment security should be provided, as well as more independence at work, with professional supervision of health workers.

scholarly journals Job Satisfaction as a Mediator between Leadership Styles and Organisational Commitment of Teachers in Malaysia

2021 ◽  
Vol 17 (2) ◽  
pp. 61
Author(s):  
Norhaily Abdul Halim ◽  
Aminuddin Hassan ◽  
Ramli Basri ◽  
Aminuddin Yusof ◽  
Seyedali Ahrari
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Tertiary Education ◽  
Three Dimensions ◽  
Multiple Model ◽  
Organisational Commitment ◽  
Passive Avoidant ◽  
Future School

Abstract: To better understand the organisational commitment of teachers, the current study examined job satisfaction as a mediator between organisational commitment and the three dimensions of leadership, namely transformational, transactional and passive-avoidant. The study involved 381 school teachers in Malaysia, and the multiple-model analysis used showed partial mediation on the negative association of passive-avoidant leadership style with teachers’ commitment to their organisation. The study found a relationship between transformational leadership and organisational commitment through job satisfaction. As expected, job satisfaction also fully mediated between transactional leadership and organisational commitment among teachers, and that teachers who are highly satisfied with their jobs attributed their commitment towards their school to transactional leadership. This study extends the knowledge on the effects of teachers’ leadership styles on their organisational commitments through a mediating factor. Higher education can play an important role in changing pre-service teachers' and future school principals’ mindsets to exhibit transformational and transactional leadership competencies. Therefore, leadership development and training of future school administrators during their tertiary education are important in order to enhance teachers' job satisfaction and commitment.  Keywords: Teachers, Job satisfaction, Leadership styles, Organizational commitment, Malaysia

scholarly journals Job satisfaction and its related factors in health care providers and health workers in Esfarayen

2019 ◽  
Author(s):  
Ahmad Sadeghi ◽  
Hasan Jafari ◽  
Hossein Rouhani ◽  
Akram Zhianifard ◽  
Maryam Siavashi
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Health Care Providers ◽  
Health Care Organizations ◽  
Health Workers ◽  
Demographic Variables ◽  
Care Providers ◽  
Related Factors ◽  
Care Workers ◽  
The Mean

Introduction: Job Satisfaction in Health care organizations is one of the important pillars of health promotion, due to the role they play in the prevention, care and treatment. The aim of this study was to determine the job satisfaction and its related factors in health workers in Esfarayen. Methods: This descriptive-analytical study was carried out on 140 health care workers in Esfarayen in 2017. Data was collected using Herzberg job satisfaction questionnaire, and data were analyzed using ANOVA and t-test in SPSS21 software. Results: The mean age of participant was 37 ± 8.34. Most of them were female (70%) and married (85.5%). The average of job satisfaction was 61.45 ± 7.65 (out of 100). The highest job satisfaction score was work ability (73.54 ± 1.08) and the lowest score belonged to supervision ( 49.15 ± 5.73). Among the demographic variables, Job satisfaction was significantly associated with Employment Status (P<0.05). Conclusion: Despite employees have job satisfaction, factors that increase job satisfaction of employees should be considered by the relevant authorities. Establishing suitable job standards, fair and reasonable salary, and the creation of facilities in the workplace can lead to improved employee satisfaction and, consequently, improved service quality.

scholarly journals Hubungan antara Kepuasan dan Motivasi Kerja pada Tenaga Kerja di Bidang Kesehatan di Rumah Sakit (Risnakes 2017)

2020 ◽  
Vol 29 (4) ◽  
Author(s):  
Made Ayu Lely Suratri ◽  
Delima Delima ◽  
Hadi Siswoyo ◽  
Vebby Amelia Edwin
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Significant Relationship ◽  
Random Sampling ◽  
Work Motivation ◽  
Health Workers ◽  
Simple Random Sampling ◽  
Military Police ◽  
Cross Sectional ◽  
A Value

Abstract Human Resources (HR) is the main and strategic factor for the achievement of the development of a nationStrong and highly competitive human resources in various aspects will support increased development, both in the economic, health and social and cultural fields. The performance of an organization will be determined by one of the main elements, namely the quality of human resources. Factors that can be used to improve employee performance, including job satisfaction and work motivation. The purpose of this study was to determine the relationship between jobs satisfaction and workforce motivation in the health sector in hospitals in Indonesia.The research method is a non-intervention study with a cross-sectional design, conducted by the National Institute of Health Research and Development, Ministry of Health of the Republic of Indonesia  through National Health Workforce Research (Risnakes)2017.The study sample was health workers working in 2,325 hospitals, namely General Hospitals (RSU) in the Government, Private Hospital, Military/Police General Hospital, Government Specific Hospital, Private Specific Hospital and Military/Police Specific Hospital. Determination of selected hospitals in each province is done by simple random sampling.  Data collection on job satisfaction and work motivation was obtained through filling out the 2014 happiness measurement survey questionnaires from the Central Bureau of Statistics (CBS)  by 30 health workers in selected hospitals . The variables studied were the characteristics of respondents (age, sex, education, employment status, length of work, health insurance), hospital characteristics (hospital status, hospital accreditation status, and type of hospital), job satisfaction and work motivation. Data were analyzed by univariate, bivariate, and logistic regression models.The results showed that respondents who worked for 10 years and below had a  t significant relationship with work motivation compared to those who worked more than 10 years, with a value of p <0.05 (p = 0.0001). There is a significant relationship between jobs satisfaction and work motivation on respondents, with a value of p <0.005 (p = 0.0001). The conclusion, that the job satisfaction of health workers is significantly related to work motivation.   Abstrak Sumber daya manusia (SDM) merupakan faktor utama dan strategis bagi tercapainya keberhasilan pembangunan suatu bangsa. SDM yang kuat dan berdaya saing tinggi dalam berbagai aspek akan mendukung peningkatan pembangunan, baik di bidang ekonomi, kesehatan maupun di bidang sosial dan budaya. Kinerja suatu organisasi akan ditentukan oleh salah satu unsur utama yaitu kualitas sumber daya manusia. Faktor-faktor yang dapat digunakan untuk meningkatkan kinerja pegawai, diantaranya kepuasan kerja dan motivasi kerja. Tujuan dari penelitian ini adalah untuk mengetahui  adanya  hubungan antara kepuasan kerja dan motivasi kerja tenaga kerja di bidang kesehatan di rumah sakit di Indonesia. Metode penelitian merupakan penelitian non intervensi dengan desain cross sectional, yang dilaksanakan oleh Badan Litbang Kesehatan, Kementerian Kesehatan RI melalui Riset Ketenagaan di Bidang Kesehatan (Risnakes) 2017. Sampel penelitian adalah tenaga kesehatan yang bekerja di  2.325 rumah sakit (RS) yaitu di Rumah Sakit Umum (RSU) Pemerintah, RSU Swasta, RSU TNI/Polri, RS Khusus Pemerintah, RS Khusus Swasta, dan RS Khusus TNI/Polri. Penetapan rumah sakit terpilih di setiap provinsi dilakukan secara acak sederhana (simple random sampling). Pengumpulan data diperoleh melalui pengisian kuesioner survei pengukuran tingkat kebahagiaan 2014 dari Badan Pusat Statistik (BPS) oleh 30 orang tenaga kesehatan di RS terpilih. Variabel yang diteliti adalah karakteristik responden (umur, jenis kelamin, pendidikan, status kepegawaian, lama bekerja, jaminan kesehatan), karakteristik rumah sakit (status RS, status akreditasi RS, dan jenis RS), kepuasan kerja dan motivasi kerja. Data dianalisis secara univariat, bivariat, dan model regresi logistik. Hasil penelitian menunjukkan bahwa responden yang bekerja selama 10 tahun ke bawah ada hubungan yang signifikan dengan motivasi kerja dibandingkan yang bekerja lebih dari 10 tahun, dengan nilai p<0,05 (p= 0,0001). Adanya hubungan yang signifikan antara kepuasan kerja dengan motivasi kerja pada responden, dengan nilai p< 0,005 (p=0,0001). Kesimpulan, bahwa kepuasan kerja dari tenaga kesehatan berhubungan secara signifikan dengan motivasi kerja.

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