scholarly journals Enhancement Health Care Workers Engagement in the Light of Advanced Technology: Employees’ Perspectives

2021 ◽  
Vol 15 (8) ◽  
pp. 2334-2338
Author(s):  
Shreen Gaber
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Group Work ◽  
Social Engagement ◽  
Explicit Knowledge ◽  
Correlation Study ◽  
Advanced Technology ◽  
Cross Sectional ◽  
Significant Difference ◽  
Engagement Factors

Regardless of the size of the hospital, the leaders have critical responsibilities to engage the employee in some situations. So you are in luck if you have the most precious tool of technologies usage as an enhancement variable. Aim: This study aimed to explore Employee Engagement factors in the light of advanced technology. Design: An exploratory correlation study design was exploited in this study. Sample& Setting: a cross-sectional sample of 350 different category employees was employed. Tools: an adapted engagement questionnaire was used to collect the pertinent facts. Results: The main discoveries of this study exhibited that, in the light of technology, many factors are important for enhancing work engagement; these factors are leadership, teamwork, social engagement, staffing& resource capability…..etc. Respectively: These factors did not differ between the studied group work engagements concerning neither their working department nor relation to their gender, but there was a highly significant difference between the studied group work engagements to their years of experience Conclusion: technology using can enhance employee engagement. Although many factors enhance employee engagement, the advanced technologies make those factors differ in their priority and importance. Recommendations: all organizations should promote technologies induction within limits that help in employees’ engagement. Also, to achieve a higher level of work engagement when deploying technology, it's important to distinguish between tacit and explicit knowledge. Keywords (MeSH words): technology, engagement, employees, organization.

scholarly journals Evaluation of e-health (Seha) application: a cross-sectional study in Saudi Arabia

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Abeer Alharbi ◽  
Joharah Alzuwaed ◽  
Hind Qasem
Keyword(s):  
Saudi Arabia ◽  
Health Services ◽  
Healthcare Services ◽  
Cross Sectional Study ◽  
Advanced Technology ◽  
Sectional Study ◽  
Cross Sectional ◽  
Technical Problems ◽  
Significant Difference ◽  
Ease Of Access

Abstract Background The Ministry of Health in Saudi Arabia is expanding the country’s telemedicine services by using advanced technology in health services. In doing so, an e-health application (app), Seha, was introduced in 2018 that allows individuals to have face-to-face visual medical consultations with their doctors on their smartphones. Objective This study evaluated the effectiveness of the app in improving healthcare delivery by ensuring patient satisfaction with the care given, increasing access to care, and improving efficiency in the healthcare system. Methods A cross-sectional study design was used to assess the perceptions of users of the Seha app and non-users who continued with traditional health services. The data were collected using an online survey via Google Forms between June 2020 and September 2020. Independent t tests and chi-square (χ2) tests were conducted to answer the research questions. Results There was a significant difference between users and non-users in terms of ease of access to health services (t =  − 9.38, p < 0.05), with app users having a higher mean score (4.19 ± 0.91) than non-users (3.41 ± 1.00); satisfaction with health services (t =  − 6.33, p < 0.05), with users having a higher mean score (3.96 ± 0.91) than non-users (3.45 ± 0.94); and efficiency (only one visit needed for treatment) (t =  − 3.20, p < 0.05), with users having a higher mean score (3.71 ± 0.93) than non-users (3.45 ± 0.93). There were significant associations between the use of the Seha app and age (χ2 = 8.79, p < 0.05), gender (χ2 = 22.19, p < 0.05), region (χ2 = 19.74, p < 0.05), and occupation (χ2 = 22.05, p < 0.05). There were significant relationships between the three items (on access, satisfaction, and efficiency) and experiencing technical issues (t = 4.47, t = 8.11, and t = 3.24, respectively, p < 0.05), with users who faced technical problems having significantly lower mean scores for all three items. Conclusion This study provided evidence that the Seha app improved the delivery of healthcare in Saudi Arabia. Users of the app had a better health experience in terms of their perceived ease of access to healthcare services; their satisfaction with healthcare services; and the efficiency of the system, measured by the number of required doctor visits. Other factors that appeared to influence the use of the app included age, gender, usual source of care, and technical difficulties.

Peripapillary capillary density in acute angle closure crisis and angle closure suspect: A structure, flow and function correlation study

2020 ◽  
pp. 112067212094654
Author(s):  
Riham SHM Allam ◽  
Rasha Mounir Eltanamly ◽  
Karim Adly Raafat
Keyword(s):  
Randomized Study ◽  
Capillary Density ◽  
Correlation Study ◽  
Acute Angle ◽  
Angle Closure ◽  
University Hospitals ◽  
Fiber Layer ◽  
Cross Sectional ◽  
Significant Difference ◽  
Acute Angle Closure

Purpose: to describe peripapillary vascular changes using Optical Coherence Tomography Angiography (OCT-A) in patients with acute angle closure crisis (AACC) and primary-angle closure-suspects (PACS) in comparison to normal controls. Methods: This cross-sectional/case-control/non-randomized study was conducted at Cairo University Hospitals. It included 21 eyes following AACC, 21 eyes of PACS and 32 eyes of age-matched-controls. Participants underwent visual field (VF) examination, retinal nerve fiber layer (RNFL) assessment using spectral-domain-OCT (SD-OCT), and radial peripapillary capillary density (RPC%) using OCT-A. Results: There was a statistically significant difference in MD and PSD among the three groups ( p ⩽ 0.001). There was a significant difference in mean RNFL among the three groups ( p ⩽ 0.001), this decrease was still present when comparing the AACC group to controls p = 0.032. There was a significant decrease in the peripapillary RPC% in all groups p ⩽ 0.001. The correlation between structure, function and flow was studied for all groups. Peripapillary RPC% in AACC was positively correlated to MD and peripapillary RNFL ( p ⩽ 0.001). In PACS, RPC% was positively correlated to RNFL ( p = 0.012). In controls, RPC% was positively correlated to PSD and peripapillary RNFL ( p ⩽ 0.001). AUC was 0.8 for the MD, 0.56 for the RPC and 0.38 for the RNFL Conclusions: Peripapillary vessel density was lower in AACC eyes than in suspects and control eyes. OCT-A parameters could be a more sensitive marker than OCT parameters after an AACC attack as evident on ROC analysis. PACS remains a clinical diagnosis as we could not find any significant differences in OCT or OCT-A parameters between suspects and normal healthy controls.

scholarly journals THE EFFECT OF EMPOWERING LEADERSHIP ON INTRINSIC MOTIVATION: THE ROLE OF PSYCHOLOGICAL EMPOWERMENT AS A MEDIATION

2020 ◽  
Vol 2 (2) ◽  
Author(s):  
Venita Putri Utami ◽  
Muhammad Zakiy
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Structural Equation ◽  
Positive Impact ◽  
Employee Performance ◽  
Positive Influence ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Cross Sectional ◽  
Member Exchange

Closeness and compatibility between leaders and subordinates significantly affect the comfort of work, which results in employee performance. Through satisfaction in working, it can create employee engagement, which can contribute to improving employee performance. This study aims to determine the effect of leader-member exchange and personal supervisor fit on employee performance mediated by work engagement on Syariah Bank employees in the Special Region of Yogyakarta. The sample in this study amounted to 132 employees using purposive sampling techniques whose data collection uses cross-sectional analysis with the level of analysis of individual samples. This research uses Structural Equation Modeling (SEM) to analyze the data. The results showed that the leader-member exchange and person supervisor fit had a positive effect on work engagement, and work engagement had a positive impact on employee performance. Also, this study demonstrates that work engagement is able to mediate the positive influence of leader-member exchange and person supervisor fit on employee performance. For this reason, it can be said that work engagement is an antecedent that shapes employee performance, which is preceded by leader-member exchange and person supervisor fit.

scholarly journals ANALYSIS OF REWARD PRACTICES AND THEIR INFLUENCE ON EMPLOYEE ENGAGEMENT AMONG SOFTWARE DEVELOPMENT FIRMS IN PAKISTAN

2020 ◽  
Vol 1 (3) ◽  
pp. 140-150
Author(s):  
Muhammad Tahir
Keyword(s):  
Social Security ◽  
Software Development ◽  
Employee Engagement ◽  
Work Engagement ◽  
Quantitative Approach ◽  
Monetary Reward ◽  
Primary Data ◽  
Survey Method ◽  
Cross Sectional ◽  
The City

The current study is based on investigation of current reward practices of the software development firms in Pakistan, employee’s preference for different type of reward offered, and influence of reward practices on employee’s work engagement. The design of the study is cross-sectional and explanatory, and it is based on quantitative approach and survey method. Primary data is collected from staff of 10 selected software development firms located in the city of Islamabad (n=160). Our results indicate that in monetary reward category, employees prefer reward such as enough payments, overtime payments, and transportation allowances which are not adequately provided by the employers. Similarly, in non-monetary reward category, employees prefer reward such as social security, and appreciation and recognition which are not adequately addressed by the employers. Furthermore, results indicate that both monetary reward as well as non-monetary reward has positive and significant effects on employee engagement. Both type of reward explains 66.9% change in the employee engagement level. Our results imply that software development firms in Pakistan should review their reward practices and give attention to both type of reward.

scholarly journals The role of person-job fit in the relationship between transformational leadership and job engagement

2017 ◽  
Vol 32 (5) ◽  
pp. 373-386 ◽  
Author(s):  
Hong T.M. Bui ◽  
Yolanda Zeng ◽  
Malcolm Higgs
Keyword(s):  
Transformational Leadership ◽  
Employee Engagement ◽  
Work Engagement ◽  
Equation Modeling ◽  
Full Time ◽  
Job Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to explore the relationship between transformational leadership and employees’ work engagement based on fit theory. The paper reports an investigation into the way in which employees’ perceptions of transformational leadership and person-job fit affect their work engagement. Design/methodology/approach To test the authors’ hypotheses, the authors performed structure equation modeling with maximum likelihood estimation on Mplus with bootstrapping proposed by Hayes (2009) with data from 691 full-time employees in China. Findings The results indicate that transformational leadership has as significant influence on employees’ work engagement as person-job fit in China. Moreover, employees’ perception of person-job fit is found to partially mediate the relationship between transformational leadership and employees’ work engagement. Research limitations/implications There is a possible bias arising from the use of cross-sectional data. However, certain methods were implemented to minimize it, including survey design and data analysis. Practical implications The paper proposes a number of practical implications for policy makers, HR managers and transformational leaders relating to issues associated with improving levels of employee engagement. Originality/value The study contributes to developing leadership and engagement theory by examining a previously unexplored mediator – person-job fit – in a neglected cultural setting. This study promises to open new research avenues in this area.

scholarly journals INFLUENCE OF OPTIMISM ON WORK ENGAGEMENT OF MANAGERS IN STATE CORPORATIONS IN KENYA

2020 ◽  
Vol 5 (3) ◽  
Author(s):  
Richard Kipter Rotich
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Work Engagement ◽  
Survey Design ◽  
Target Population ◽  
Individual Performance ◽  
Multiple Regression Model ◽  
Middle Level ◽  
Working Environment ◽  
Cross Sectional

<p>The concepts of optimism and employee engagement as mechanisms to improving individual performance have been discussed in management literature. Although studies on optimism in the workplace are relatively limited, evidence certainly exists that links the concept to improvement in individual and workplace performance. This study sought to investigate the extent to which optimism influence work Engagement among middle level managers in State Corporations in Kenya. The study was informed by social learning theory. To achieve this, the study adopted a cross sectional quantitative survey design. The target population was the middle level managers in State Corporations in Kenya. A total of 389 middle level managers were sampled and self-administered questionnaires issued. The data collected was analysed using descriptive and inferential statistics using SPSS computer software. Multiple regression model indicated that optimism predicts 0.036 (3.6%) of work engagement which was insignificant. Consequently, the predictor did not have a statistically significant effect on Work engagement. The coefficients show that the prediction of work engagement in relation to optimism was insignificant (β1= 0.013, p&gt;.01). Thus optimism was not a significant predictor of work engagement, though methodological limitations may have impacted on this result. This study recommends government agencies in Kenya to assess and identify optimistic employees and also cultivate a working environment that promotes optimism. Executives would promote optimism by instituting measures and practices within its operating systems that create a work environment that assures the employees of their future. Managers ought to be faithful to its promises, particularly on matters touching employees. They should also be able to identify and nurture optimistic employees, by so doing they enhance the level of employee engagement and subsequent improvement of organizational performance.</p><p> </p><p><strong>JEL: </strong>L10; L20; L23</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0656/a.php" alt="Hit counter" /></p>

Exploration of Workplace Bullying in Emergency and Critical Care Nurses in Cyprus

2019 ◽  
Vol 13 (4) ◽  
pp. 162-174
Author(s):  
Loukia Aristidou ◽  
Meropi D.A. Mpouzika ◽  
Maria N.K. Karanikola
Keyword(s):  
Critical Care ◽  
Workplace Bullying ◽  
Response Rate ◽  
Correlation Study ◽  
Public Hospitals ◽  
Bullying Victimization ◽  
Related Factors ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Significant Difference

BackgroundWorkplace bullying is considered as an extreme work-related stressor, associated with mental and physical burden.AimInvestigation of workplace bullying occurrence and related factors in Greek-Cypriot nurses employed in private and public emergency (emergency departments [EDs]) and critical care settings (intensive care units [ICUs], coronary critical care units [CCCUs]).MethodsA descriptive, cross-sectional correlation study was performed. Following informed consent, a convenience sample of 113 nurses agreed to participate in the study.ResultsThe response rate was 32.56%. 68.1% (N = 77) of the participants reported direct experience of workplace bullying as victims, while 57.5% (N = 65) reported experience of witnessing workplace bullying in others (indirect exposure). A statistically significantly higher frequency of direct workplace bullying victimization was observed in ICUs compared to EDs and CCCUs (p = .031), while both direct and indirect victimization were more often reported in participants in public hospitals (p < .003). There was no statistically significant difference in the frequency of direct/indirect workplace bullying experiences between male and female participants (p = .772), while those holding a Master's degree reported more frequently experiences of and indirect bullying victimization (p = .001).ConclusionsThe present study presents data on the sociodemographic characteristics of critical and emergency nurses who become more often the target of bullying/mobbing behavior in Cyprus. Though, due to the low response rate further quantitative and qualitative studies are proposed.

scholarly journals The job demands and resources as antecedents of work engagement

2017 ◽  
Vol 12 (2) ◽  
pp. 240-254 ◽  
Author(s):  
Tiina Saari ◽  
Harri Melin ◽  
Evgeniya Balabanova ◽  
Azer Efendiev
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Opportunity To Learn ◽  
Stepwise Logistic Regression ◽  
Stepwise Logistic Regression Analysis ◽  
Cross Sectional ◽  
Content Type ◽  
Background Theory ◽  
Significant Difference ◽  
Job Demands And Resources

Purpose The purpose of this paper is to examine work engagement and its antecedents in two countries: Finland and Russia. The job demands-resources model provides the background theory for the analysis. Design/methodology/approach This study uses a quantitative approach with a cross-sectional research design. The data were analysed using descriptive methods and stepwise logistic regression analysis. Findings The overall level of work engagement was higher in Finland than in Russia. The opportunity to learn new skills at work was the strongest predictor of work engagement in both countries. The most significant difference was that once job demands and resources were taken into account, the managerial position had a strong effect on work engagement in Russia, while in Finland it had no significant effect. Practical implications Knowledge about the antecedents of work engagement and especially the strong effect of opportunities to learn new skills could encourage organisations to provide their employees with development opportunities throughout their careers. Originality/value This study adds to the limited comparative research on work engagement and its predictors.

Modelling the Link Between Developmental Human Resource Practices and Work Engagement: The Moderation Role of Service Climate

2019 ◽  
Vol 21 (1) ◽  
pp. 31-53 ◽  
Author(s):  
Umair Ahmed ◽  
Kabiru Maitama Kura ◽  
Waheed Ali Umrani ◽  
Munwar Hussain Pahi
Keyword(s):  
Employee Engagement ◽  
Human Resource ◽  
Work Engagement ◽  
Service Climate ◽  
Cross Sectional ◽  
Hr Practices ◽  
Developmental Opportunities ◽  
The Relationship ◽  
Training Opportunities

The purpose of this article is to examine the relationship between developmental human resource (HR) practices and work engagement by focusing on the moderating role of service climate. Specifically, employee training opportunities, career developmental opportunities, and developmental performance appraisal were cast as the key dimensions of developmental HR practices. We used cross-sectional data with survey from 277 employees in six large banks in Pakistan. The results suggest that each of the dimensions of developmental HR practices was positively related to work engagement. Also, service climate was found to moderate the relationship between training opportunities and work engagement. Similarly, results showed that service climate moderated relationship between career developmental opportunities and work engagement. Regarding the practical implications, results suggest that policymakers should consider enriching HR factors by providing supportive environment, feedback and service climate to enhance employee engagement. In terms of originality, we contended that, to date, there is paucity of empirical study linking developmental HR practices to employees’ work engagement. Hence, the present study addressed this gap by examining the relationship between developmental HR practices and work engagement, as well as the boundary condition on these relationships.

Burnout and Stressors as Influencers on Work Engagement Among Law Enforcement Agents in Selected Cities

2019 ◽  
pp. 268-283
Author(s):  
Mihir Joshi
Keyword(s):  
Law Enforcement ◽  
Employee Engagement ◽  
Work Engagement ◽  
Empirical Examination ◽  
Professional Efficacy ◽  
Confirmatory Factor ◽  
Indian State ◽  
Negative Effect ◽  
Indian Law ◽  
Engagement Factors

Burnout is an underlying issue that has an adverse effect on the working enthusiasm of the employees. In this chapter, the researcher has attempted to assess the influence of stressors on burnout and work engagement in the context of the Indian law enforcement agents. The study evaluates the correlations between burnout factors—emotional exhaustion, cynicism, low professional efficacy—with vigor, dedication, and absorption. For the purpose of this study, items from MBI-GS for assessing burnout, scale for stressors, and employee engagement are adapted. The construct of the scale developed was established using confirmatory factor analysis. The study was carried out for 145 law enforcement agents in the selected cities of a North Indian state. T-test results applied on stressors between male and female groups show varying results. A significant negative effect of burnout factors on work engagement factors is observed through the empirical examination using SEM AMOS.

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