scholarly journals Employee job satisfaction at Florida for-profit and not-for-profit hospitals

2020 ◽  
Vol 9 (2) ◽  
pp. 33
Author(s):  
Elena A. Platonova ◽  
Kailas Venkitasubramanian ◽  
Michael E. Thompson
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Structural Equation ◽  
Organizational Factors ◽  
Quality Health Care ◽  
Cross Sectional ◽  
For Profit ◽  
Employee Job Satisfaction ◽  
Not For Profit ◽  
The Relationship

High quality health care requires competent, motivated, and satisfied health care employees. This research examines whether employee job satisfaction differs at for-profit (FP) and not-for-profit (NFP) hospitals and how other organizational characteristics mediate this relationship. In this cross-sectional study, Press Ganey Employee Partnership Survey data from 35 Florida hospitals were used to understand the relationship between hospital ownership (primary independent variable) and employee job satisfaction (outcome). A flexible structural equation model was used to examine the relationship. The sample included 32,892 valid responses (approximately 23% from FP hospitals). Employees in FP hospitals were found to less satisfied with their jobs than their NFP counterparts. This trend was strongly associated with an inverse relationship between job satisfaction and assessment of immediate supervisors. The resulting job satisfaction model had an R2 of 0.524, indicating good fit. Further analyses revealed a positive association between perceived staffing levels and supervisor satisfaction, suggesting that the relative leanness of FP institutions might explain the observed difference in supervisor satisfaction. Employee job satisfaction is a complex multifaceted construct. Four main organizational factors affect employee job satisfaction: the organization’s ownership type (FP or NFP), employee relationships with supervisors, work schedule, and length of employment. Leaders need to provide front line supervisors with adequate resources and support. Training immediate supervisors how to approach and be supportive of their workers provides an immediate solution toward increasing employee job satisfaction.

Job satisfaction, distributive justice, perceived absence legitimacy and the role of turnover intentions: an exploratory study in Ghana

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Helena M. Addae ◽  
Nathaniel Boso
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Employee Perceptions ◽  
Equation Modeling ◽  
Best Interest ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to investigate the relationship between job satisfaction and distributive justice on employee perceptions of absence legitimacy. This paper also examined the moderating effects of turnover intentions on the relevant relationships. Design/methodology/approach The authors used convenience sampling to collect data from 298 employees working in private and public sector organizations in the manufacturing and service sectors in Ghana. Drawing on institutional theory, this study investigates the effects of employee perceptions of the legitimacy of absenteeism on their attitudes toward their job and pay. Structural equation modeling was used to test the direct and moderation effects. Findings Job satisfaction and perceived distributive justice were found to be significantly related to the absence of legitimacy. Additionally, turnover intentions moderated the relationship between job satisfaction and absence legitimacy; however, unexpectedly, this was associated only marginally with distributive justice. Research limitations/implications The main limitation of this study was that it was cross-sectional, but the analysis did not show a common method bias. This study was conducted in a developing country where valid and accurate absence data are non-existent. The hypotheses were supported. When employees felt a sense of inequity and were dissatisfied with their jobs, they were likely to perceive absenteeism as legitimate behavior. These relationships were more pronounced when employees intended to leave their organizations. Practical implications From a practical standpoint, as employees are likely to engage in absenteeism as a means to reduce their perceptions of imbalance and because absenteeism is a costly behavior, it would be in the employer’s best interest to mitigate these high costs. It behooves employers to comprehend the factors that lead to the legitimization of absences. Doing so, they would be able to implement attendance management systems and strategies that would delegitimize some of these factors, thus improving attendance and potentially increasing productivity and job satisfaction and reducing turnover intentions. Originality/value This study contributes to absenteeism research because, unlike most studies in the area, it examined employee cognitions of the behavior. Such cognitions should provide insights into how employee perceptions of the legitimacy of absences would affect attitudinal variables such as job satisfaction, feelings of equity and turnover intentions. Moreover, even though the study was conducted in Ghana, absence legitimacy can be investigated in different settings at different levels of analysis. This is because it is free from contamination such as, dissimilar absence reporting systems within and across organizations and nations that affect the validity and accuracy of absence data.

Boosting Job Satisfaction Through Emotional Intelligence: A Study on Health Care Professionals

2021 ◽  
pp. 097206342110352
Author(s):  
Shalini Srivastava ◽  
Richa Misra ◽  
Deepti Pathak ◽  
Poonam Sharma
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Emotional Intelligence ◽  
Health Care Professionals ◽  
Service Industry ◽  
Care Service ◽  
Health Care Service ◽  
Quality Health Care ◽  
Quality Health ◽  
The Relationship

Emotional intelligence (EI) is possibly one of the most studied psychological factors of the twenty-first century. EI is very much relevant in service industry particularly in management, academics, life sciences or psychology. The purpose of the empirical study is to test the relationship between the defined constructs of EI and job satisfaction ( JS) amongst health care professionals of Delhi NCR region of India. It further tried to understand whether gender moderates the EI and JS relationship. Structured survey was used to solicit response from 260 health care professionals comprising doctors and nurses belonging to different hospitals of Delhi NCR region. Standardised instruments were used to assess the data. Linear and moderated regression were used to test hypotheses developed. The findings suggest that EI constructs significantly impact the level of JS among health care professionals. The result of moderated regression suggested that the relationship of EI and JS is significantly moderated by gender. The construct of EI is relevant in providing high quality health care service delivery to the patients.

scholarly journals PENGARUH MOTIVASI KERJA, KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA KARYAWAN SERTA KINERJA PERUSAHAAN PT. ERHA CLINIC INDONESIA

2018 ◽  
pp. 2493
Author(s):  
I Gusti Ayu Ari Agustini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Work Motivation ◽  
Descriptive Analysis ◽  
Leadership Skills ◽  
Equation Modeling ◽  
Employee Job Satisfaction ◽  
And Performance ◽  
The Relationship

The purpose of this study is to investigate the relationship between work motivation, leadership, organizational culture, employee satisfaction and its influence on the performance of the company PT. Erha Clinic Indonesia. To answer these research purposes, then an examination of the whole employees of PT. Erha Clinic Indonesia, amounting to 112 people. The method used is descriptive analysis and analysis of structural equation modeling (SEM).  Based on the results of analysis show that motivation, leadership, and organizational culture has a significant impact on job satisfaction of employees of PT. Erha Clinic Indonesia. The result of the analysis also states work motivation, leadership, organizational culture, and employee job satisfaction significantly influences the performance of the company PT. Erha Clinic Indonesia. The implications of this research is to improve leadership skills and organizational cultures that exist, so that aspects of employee job satisfaction can be met, because in general a high employee job satisfaction will increase their work motivation and performance.

scholarly journals Answering the Call to Accessible Quality Health Care for All Using a New Model of Local Community Not-for-Profit Charity Clinics: A Return to Christ-Centered Care of the Past

2017 ◽  
Vol 84 (1) ◽  
pp. 44-56
Author(s):  
Yuri Cuellar De la Cruz ◽  
Stephen Robinson
Keyword(s):  
Health Care ◽  
Human Dignity ◽  
Common Good ◽  
Local Community ◽  
Quality Health Care ◽  
For Profit ◽  
Not For Profit ◽  
Quality Health ◽  
The Common ◽  
The U.S

This article uses studies and organizational trends to understand available solutions to the lack of quality health care access, especially for the poor and needy of local U.S. communities. The U.S. healthcare system seems to be moving toward the World Health Organization's recommendation for universal health coverage for healthcare sustainability. Healthcare trends and offered solutions are varied. Christian healthcare traditionally implements works of mercy guided by a Christian ethos embracing the teachings of human dignity, solidarity, the common good, and subsidiarity. Culture of Life Ministries is one of many new sustainable U.S. healthcare models which implements Christ-centered health care to meet the need of quality and accessible health care for the local community. Culture of Life Ministries employs a model of charity care through volunteerism. Volunteer workers not only improve but also transform the local healthcare system into a personal healing ministry of the highest quality for every person. Summary The lack of access to quality health care is a common problem in the U.S. despite various solutions offered through legislative and socioeconomic works: universal healthcare models, insurance models, and other business models. U.S. health care would be best transformed by returning to the implementation of a traditional system founded on the Christian principles of human dignity, solidarity, subsidiarity, and the common good. Culture of Life Ministries is an example of such a local ministry in Texas, which has found success in practically applying these Christ-centered, healthcare principles into an emerging not-for-profit, economically sustainable, healthcare model.

scholarly journals Reward strategies and job satisfaction in private companies: a case of Uganda Breweries-Luzira

2021 ◽  
Vol 1 (1) ◽  
pp. 69-83
Author(s):  
Boniface Okello Ochwo ◽  
◽  
David Mwesigwa ◽  
Keyword(s):  
Job Satisfaction ◽  
Positive Relationship ◽  
Private Company ◽  
Cross Sectional ◽  
Private Companies ◽  
Financial Reward ◽  
Significant Positive Relationship ◽  
Employee Job Satisfaction ◽  
Interview Guide ◽  
The Relationship

Purpose: This study aimed to determine the relationship between reward structures and employee job satisfaction at Uganda Breweries, Port Bell in Luzira. Research methodology: It was cross-sectional, quantitative though involving qualitative elements. The study involved 150 respondents sampled using purposive and convenience sampling strategies. Data was collected using a self-administered questionnaire and an interview guide. The findings reveal a significant positive relationship between financial rewards structures and employees' job satisfaction at Uganda Breweries. Results: The findings suggest a significant positive relationship between non-financial rewards structures and employees' job satisfaction at Uganda Breweries Port Bell at Luzira. The findings further advocate for enhanced attention linking promotions to job satisfaction of employees at Uganda Breweries. It is concluded that financial rewards, non-financial reward strategies and promotions had a highly positive significant relationship on employee job satisfaction at Uganda Breweries-Luzira. Limitation: This study was limited to Uganda Breweries at Port Bell, a private company and so its findings may not easily be generalised across organisations. Contribution: The results can be useful to private-sector managers. Keywords: Financial rewards, Non-financial reward, Job satisfaction, Decision-making, Income

scholarly journals Relationship between Training Intensity and Doctor’s Job Satisfaction at Primary Health Care in Indonesian

2020 ◽  
Vol 12 (2) ◽  
pp. 191
Author(s):  
Gita Purnamasari ◽  
Misnaniarti Misnaniarti
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Primary Health Care ◽  
Cross Sectional Study ◽  
P Value ◽  
Cross Sectional ◽  
Primary Health ◽  
Using Data ◽  
The Relationship

A doctor’s job satisfaction is important because it will improve the quality of health services. This study aimed to determine the relationship between intensity training and doctors satisfaction. This research was a cross-sectional study using data from Risnakes 2017. The sample was 5,140 doctors primary health care with civil servant status in Indonesia that was randomly selected. The data were analyzed using the Spearman correlation. This study showed that mean job satisfaction was 70.07 and intensity of the training was 3.98. There is a positive correlation between the training intensityand the doctor's job satisfaction of primary health care in Indonesia (p-value <0.000 and r = 0.063). More doctor's training will improve the ability of doctors to care for the patient's clinical according to the standards of competence.

Testing the mediation effect of person-organisation fit on the relationship between talent management and talented employees’ attitudes

2018 ◽  
Vol 39 (2) ◽  
pp. 319-333 ◽  
Author(s):  
James Kwame Mensah ◽  
Justice Nyigmah Bawole
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Positive Relationship ◽  
Banking Sector ◽  
Talent Management ◽  
Work Attitudes ◽  
Mediation Effect ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose Previous studies suggested that talent management (TM) is positively related to employee work attitudes. However, a few studies have examined the mechanisms through which TM leads to employee work attitudes. The purpose of this paper is to examine the mediating role of person-organisation (P-O) fit on the relationship between TM and employee’s job satisfaction, and organisational citizenship behaviours (OCBs). Design/methodology/approach Using a sample of 232 talented employees from the Ghanaian banking sector, a partial mediation model was outlined and tested using structural equation modelling. Findings The results showed that TM had positive relationship with P-O fit, job satisfaction and OCBs. The findings further show that P-O fit had positive relationship between job satisfaction and OCBs and partially mediated the relationship between TM and both job satisfaction, and OCBs. Research limitations/implications This study used cross-sectional data; hence, conclusions regarding causality cannot be made. That is, the results must be interpreted as associations rather than causality. Practical implications Management should endeavour to use TM to help align talented employee’s competences, values and goals to those of their organisation. Originality/value This study contributed to the TM literature by providing a stronger and more plausible explanation of the relationship between TM and talented employees’ outcomes.

scholarly journals Pengaruh Keadilan Organisasional terhadap Komitmen Organisasi dengan Mediasi Kepuasan Kerja

2020 ◽  
Vol 4 (2) ◽  
Author(s):  
Zulkifli Musannip Efendi Siregar ◽  
Rizki Syahputra ◽  
Siti Lam'ah Nasution
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Equation ◽  
Small And Medium Enterprises ◽  
Equation Modeling ◽  
Business Success ◽  
Employee Job Satisfaction ◽  
The Relationship

The business success is inseparable from the role of its human resources. Because it is very necessary employees who have a high commitment to work. This study aims to determine the effect of organizational justice, job satisfaction on organizational commitment. This study will also discuss whether job satisfaction can mediate the relationship between organizational justice and job satisfaction. Respondents in this study were employees in the Small and Medium Enterprises (SMEs) industry in Labuhanbatu Regency. We distributed 272 questionnaires and 217 questionnaires were collected. So that the sample in this study were 217 respondents. The collected data is processed using Structural Equation Modeling. The results showed that organizational justice can increase employee job satisfaction and also increase employee commitment at work. Job satisfaction can also mediate the relationship between organizational justice and organizational commitment significantly. It is recommended to increase organizational commitment by increasing employee job satisfaction and also organizational justice.Key Words: Organizational Justice, Job Satisfaction, Organizational CommitmentKemajuan sebuah bisnis tidak terlepas dari peran sumber daya manusianya. Oleh karena sangat diperlukan karyawan yang memiliki komitmen tinggi dalam bekerja. Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasional, kepuasan kerja terhadap komitmen organisasi. Penelitian ini juga akan membahas apakah kepuasan kerja dapat memediasi hubungan antara keadilan organisasional terhadap kepuasan kerja. Responden dalam penelitian ini adalah karyawan pada industri Usaha Kecil dan Menengah (UKM) di Kabupaten Labuhanbatu.  Peneliti menyebarkan kuisioner sebanyak 272 kuisioner dan berhasil dikumpul sebanyak 217 kuisioner. Sehingga sampel dalam penelitian ini sebanyak 217 responden. Data yang terkumpul diolah dengan menggunakan Structural Equation Modeling.  Hasil penelitian menunjukkan bahwa keadilan organisasional dapat meningkatkan kepuasan kerja karyawan dan juga meningkatkan komitmen karyawan dalam bekerja. Kepuasan kerja juga dapat memediasi hubungan antara keadilan oranisasional terhadap komitmen organisasi secara signifikan. Disarankan agar meningkatkan komitmen organisasi dengan cara meningkaktan kepuasan kerja karyawan dan juga keadilan organisasional. Kata Kunci  : Keadilan Oragnisasional, Kepuasan Kerja, Komitmen Organisasi

scholarly journals Does Person-Organization Fit Mediate the Relationship between Affect-Based Work Antecedents and Public Employee Job Satisfaction?

2019 ◽  
Vol 5 (2) ◽  
pp. 134
Author(s):  
Sungdae Lim ◽  
Keon-Hyung Lee ◽  
Kwi-Hee Bae
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Public Employee ◽  
Mediating Effect ◽  
Role Clarity ◽  
Employee Job Satisfaction ◽  
Person Organization Fit ◽  
The Relationship

In this study we investigate whether person-organization fit mediates the relationship between affect-based work antecedents—specifically, transformational leadership and role clarity—and public employee job satisfaction. We hypothesize that transformational leadership and role clarity, as joint affect-based work antecedents, will trigger the effect of value congruence on job satisfaction in public organizations. Using a viewpoint survey of South Korean government officials, we estimate structural equation models to test this hypothesis. Our findings indicate that person-organization fit does mediate the relationship between transformational leadership and job satisfaction. However, we also find that the mediating effect of person-organization fit on the relationship between role clarity and job satisfaction is not significant. This study contributes to our understanding of how affect-based work experiences can influence the person-organization fit and job satisfaction relationship. Implications are discussed accordingly.

Resilience Education for Health-Care Professionals

2020 ◽  
Vol 26 (4) ◽  
pp. 225-231
Author(s):  
Sarah R. Martin ◽  
Elizabeth A. Fiske ◽  
Susan Hayes Lane
Keyword(s):  
Health Care ◽  
Education Program ◽  
Health Care Professionals ◽  
Quality Care ◽  
Well Being ◽  
Cross Sectional ◽  
For Profit ◽  
Not For Profit ◽  
Resilience Scale ◽  
Safety And Health

BackgroundBurnout among health-care professionals is a growing problem having a sizeable impact on patient safety and health care as a whole. High levels of resilience in health-care professionals have been associated with safer care environments, improved health outcomes, higher quality care, and improved caregiver well-being and mental health. Resilience education can improve personal and professional resilience.ObjectiveThe goal of this project was to evaluate a resilience education program to improve measures of burnout and resilience in health-care professionals.DesignA quantitative cross-sectional pretest/posttest design was used.SettingThe resilience education program was implemented in a large, not-for-profit health-care system in the southeastern United States.MethodsParticipants completed the Copenhagen Burnout Inventory (CBI) and The Connor-Davidson Resilience Scale-25 (CD-RISC-25) immediately before the workshop and 2 weeks afterward. Participants also completed an evaluation survey one day after the education.ResultsScores on the CD-RISC-25 showed statistically significant increases in resilience qualities after the education. Although not statistically significant, burnout as measure by CBI scores decreased following the workshop.ConclusionA relatively short educational program can positively impact resilience and burnout levels in health-care professionals. Positive outcomes included successful learning outcomes and increased resilience qualities.

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