Employee engagement in non-Western contexts: The link between social resources Ubuntu and employee engagement

Underpinned by Social Exchange Theory (SET) this study examines the relationship between social resources and employee engagement using the Ubuntu construct as a mediating variable. Employee engagement conceptualized as a positive work-related mind-set has demonstrated positive association with both supervisor support and colleague support. The study uses data collected from employees in organizations in Botswana (n = 438) to assess the relationship between social resources and employee engagement using Ubuntu as a mediating variable. Using mediation analysis, findings suggest that high levels of Ubuntu enhance the strength of the relationship among supervisor support, colleague support and employee engagement. These findings open significant potential for future studies identifying the cultural peculiarities as well as managerial implications of management concepts such as employee engagement in non-western settings and underlining the importance of the Ubuntu concept in managing staff in a sub-Saharan Africa country.

AN ANALYSIS ON THE EFFECT OF EMPLOYEE SATISFACTION IN BUSINESS ORGANIZATIONS

This research aims to study the effect of independent variables (Colleagues Support) on the dependent variable (Job Satisfaction) through one intervening variable (Discipline). The data analysis is path analysis using Partial Least Square (PLS) with single-mediator. The data processing uses software Warp PLS 5.0. The respondents in this research are all employees in three business organizations which are in the same neighborhood and have 61 neighbors. The results showed that there are influences of Colleague Support on Discipline, Colleague Support on Job Satisfaction, Discipline on Job Satisfaction, and Colleague Support on Job Satisfaction with Discipline as the intervening variable.

Fostering Job Satisfaction: The Role of Communication Quality and Colleague Support in Job Involvement

This article aimed to discuss the effect of colleague support, communication quality on work engagement and job satisfaction in 100 human resources sharia hotels in Semarang. To answer hypotheses the data obtained being analysed with structural equation modeling using Partial Least Square (PLS) estimation. The support of colleagues has a significant influence on job satisfaction. Colleague support was found to be insignificant on work involvement. Communication quality has a significant influence on job satisfaction and job involvement. Work involvement does not have a significant effect on job satisfaction. To improve job satisfaction, it is necessary to improve the quality of communication, support from colleagues and work superiors by involving colleagues in various events conducted by the organization. This research does not consider increasing compensation such as awards and awards, as well as other retreats that might increase work engagement on job satisfaction. Keywords: Colleague Support; Communication Quality; Work Engagement; Job Satisfaction

Evaluation of the individual workload perception of the personnel in food service system

IntroductionOrganizational factors, insufficient wages, inadequate work performance of their co-workers and lack of physical working environment in the hospital food service system (FSS) cause the increase of the workload. This study aims to determine the individual workload perception of the FSS personnel and to ascertain whether the individual workload perception differs across demographic variables and occupational groups.Materials and MethodsThe population of this descriptive study consists of the personnel working in the kitchen of the Akdeniz University Hospital, and the sample consists of 87 people who accepted to participate in the study by filling out the questionnaire forms on a voluntary basis. Individual Workload Perception Scale was used to evaluate the personnel's perception on their work environment and Personal Information Form was used to detect the participants’ data related to the independent variables.ResultsApproximately half of the individuals (47.1%) participating in the study were aged 31–40 years (33.5 ± 7.32). 56.3% of the individuals were waiter and three quarters of the individuals worked in shifts. Total individual workload perception of the FSS personnel was detected as 64.7 ± 15.25 on average. The mean score of the colleague support sub-group of the individuals was the highest and the mean score of the unit support was the lowest. It was determined that FSS personnel did not display a statistically significant difference across age groups, gender, marital status, educational status and individual workload sub-groups. It was only seen that there was a significant association between the work distribution of the individuals and the colleague&unit support (p < 0.05). A positively significant correlation was detected in FSS personnel between colleague support (r = 0.859), unit support (r = 0.473), work environment perception (r = 0.647) and intention to resume current work (r = 0.434) subscales and total individual workload perception scale (p < 0.01).DiscussionThe workload of the FSS personnel working in the hospital was found to be high, and it is necessary to evaluate the individual workload and develop solutions for the provision of dietary services in a safe, high quality and efficient manner.

Life satisfaction in Norwegian medical doctors: a 15-year longitudinal study of work-related predictors

Background Despite many recent studies on burn-out and dissatisfaction among American medical doctors, less is known about doctors in the Scandinavian public health service. The aims of this study were to analyse long-term work-related predictors of life satisfaction among established doctors in Norway and to identify predictors in a subgroup of doctors who reported a decline in life satisfaction. Methods Two nationwide cohorts of doctors (n = 1052), who graduated medical school 6 years apart, were surveyed at graduation from medical school (T1, 1993/94 and 1999), and 4 (T2), 10 (T3), and 15 (T4) years later. Work-related predictors of life satisfaction (three items) obtained at T2 to T4 were analysed. Individual and lifestyle confounders were controlled for using mixed-models repeated-measures analyses, and logistic regression analyses were applied to identify predictors of the decrease in life satisfaction. Results Ninety per cent (947/1052) responded at least once, and 42% (450/1052) responded at all four times. Work-related predictors of higher life satisfaction in the adjusted model were work–home stress (β = − 0.20, 95% confidence interval [CI] = − 0.25 to − 0.16, p < 0.001), perceived job demands (β = − 0.10, CI = − 0.15 to − 0.05, p < 0.001), and colleague support (β = 0.05, CI = 0.04 to 0.07, p < 0.001). The new adjusted individual predictors that we identified included female gender, reality weakness trait, and problematic drinking behaviour. Neuroticism trait and low colleague support predicted a decrease in life satisfaction. Conclusions Work–home stress, perceived job demands, and colleague support were the most important predictors of life satisfaction related to doctors’ work. When personality traits were controlled for, female doctors were more satisfied with their life than male doctors. These findings suggest that improving work-related factors with targeted interventions, including a supportive work environment, may increase life satisfaction among doctors.

The role of change readiness and colleague support in the role stressors and withdrawal behaviors relationship among health care employees

Purpose The purpose of this paper is to investigate the impact of role stressors (role ambiguity, role conflict and role overload) on change readiness and in turn their effects on the withdrawal process. In addition, it explores the moderating role of colleague support in the relationship between role stressors and change readiness. Design/methodology/approach Data were collected from health care workers (n=457) in a large Canadian hospital undergoing large scale change. Findings The results revealed that role ambiguity and role conflict had a significant negative association with change readiness. Change readiness was related to turnover intentions which was related to higher levels of absenteeism and actual turnover. Change readiness partially mediated the relationship between role ambiguity and turnover intentions but not for role conflict and role overload. Turnover intentions partially mediated the relationship between change readiness and actual turnover but not for absenteeism. Role conflict had a direct rather than an indirect effect via change readiness on turnover intentions. Finally, colleague support moderated the relationship between all three role stressors and change readiness. Originality/value Little is known about the limiting factors of change as well as the factors that protect against them. The authors identify role stressors as a limiting factor for change and highlight their impact on change readiness and the overall withdrawal process. The results, however, also show that some demands are more commonly experienced by health care workers thereby not posing a threat to their change readiness. Colleague support is identified as a coping mechanism for mitigating against the detrimental effects of role stressors.

Factors Associated with Satisfaction of Hospital Physicians: A Systematic Review on European Data

Background: Physician satisfaction is a multidimensional concept related to many factors. Despite the wide range of research regarding factors affecting physician satisfaction in different European countries, there is a lack of literature reviews analyzing and summarizing current evidence. The aim of the article is to synthetize the literature studying the factors associated with physician satisfaction. Methods: We searched: MEDLINE, Embase, PsycINFO, CINAHL and the Cochrane Library from January 2000 to January 2017. The eligibility criteria included: (1) target population: physicians working in European hospitals; (2) quantitative research aimed at assessing physician satisfaction and associated factors; (3) use of validated tools. We performed a narrative synthesis. Results: After screening 8585 records, 368 full text articles were independently checked and finally 24 studies were included for qualitative analysis. The included studies surveyed 20,000 doctors from 12 European countries. The tools and scales used in the analyzed research to measure physician satisfaction varied to a large extent. We extracted all pre-specified factors, reported as statistically significant/non-significant. Analyzed factors were divided into three groups: personal, intrinsic and contextual factors. The majority of factors are modifiable and positively associated with characteristics of contextual factors, such as work-place setting/work environment. In the group of work-place related factors, quality of management/leadership, opportunity for professional development and colleague support have been deemed statistically significant in numerous studies. Conclusions: We identified more studies appraising the effect of contextual factors (such as work environment, work-place characteristics), highlighting a positive association between those factors and physician satisfaction, compared with personal and intrinsic factors. Numerous studies confirmed statistically significant associations between physician satisfaction and quality of management, professional development and colleague support/team climate. Due to the health workforce crisis, knowledge regarding physician satisfaction and associated factors is essential to healthcare managers and policy makers for more stable human resources management.