Relationship between Job Satisfaction, Pay, Affective Commitment and Turnover Intention among Registered Nurses in Nigeria

This study aims to examine the relationship between job satisfaction, pay, affective commitment, and turnover intentions of public hospitals-based Registered Nurses in Ondo State, Nigeria. Using the quantitative, cross-sectional survey design, data from 220 Registered Nurses were analysed. Results indicate that pay and job satisfaction have significant positive relationship with nurses’ affective commitment; pay has significant positive relationship with their job satisfaction but pay, job satisfaction and affective commitment have negative relationship with turnover intentions. Job satisfaction is of critical importance in gaining nurses’ affective commitment and enhancing retention. Pay is often considered as a hygiene factor in theories of motivation – meaning, even though pay decreases might cause dissatisfaction, pay increases would not increase satisfaction. This does not appear to be the case in Nigeria. These findings have implications for health human resource management in general and the management of nursing staff in the public hospitals of Ondo State, Nigeria in particular.

The burden of mental health illnesses in Kerala: a secondary analysis of reported data from 2002 to 2018

Background The burden of mental health in India, as in other Low- and Middle-Income Countries (LMICs), is substantial. Secondary Analysis of survey data provides insight into trends in mental health morbidity over time, while administrative data can indicate corresponding trends in availability of infrastructure and services. We compared data from three national level surveys conducted in India to analyse trends in mental health morbidity and available institutional mechanisms to address mental health needs in Kerala, a south Indian state. Methods We compiled data from national and state level population surveys which reported mental health morbidity from 2002 to 2018. We compared the prevalence of mental health illness and disability reported in Kerala with national estimates. We also mapped the most recently available health human resource and infrastructure available in Kerala for mental health care. Basic descriptive statistics were computed for both sets of indicators using Microsoft Excel. Results In 2002, Kerala had 194 persons per hundred thousand population with mental retardation and intellectual disability which increased to 300 persons per hundred thousand population in 2018. The number of individuals with mental health illness in the state increased from 272 person per hundred thousand to 400 persons per hundred thousand in the time period of 2002 to 2018. There were 5.53 beds available per ten thousand persons for treatment in Kerala in 2018. Conclusion Kerala experienced a rapid rise in mental health morbidity between 2002 and 2018. The most recently reported health human resource and infrastructure availability in the state appears to be inadequate to cater to the requirements of mental health care, even as improvements and upgradations are underway. Service and system design changes will have to be mapped and evaluated over time.

Pillar Algorithm in K-Means Method for Identification Health Human Resources Availability Profile in Central Java

Based on data from the Ministry of Health, the distribution ratio between health workers and patients in Indonesia is still not equal distributed. It influenced by the distribution of health human resources that are not in accordance with the ideal needs of health services. This results need to identify the profile of the availability of health human resources in Indonesia. In this study, an approach will be implemented to identify the profile of health human resources availability using K-Means Clustering with a combination of pillar algorithms in optimizing the selection of the initial cluster centroid. Chi-square analysis is used to determine the disparity in the needs of health human resources with the conditions of the availability of health human resources in the Central Java region. The data collection method used in this research is the observation method, while the scientific method used in this research is the K-Means Clustering method. The results showed that the application has been generated can dynamically determine the health human resource cluster based on the disparity category of health human resource availability in the Central Java region. In addition, the labeling of the Pillar K-Means cluster based on the Chi-square test has a high degree of accuracy, namely 80%.

The interaction effect of psychological capital on the relationship between self-driven personality and happiness at work in the present and post-COVID-19 era

Purpose The purpose of this paper is to examine how psychological capital (PsyCap) and self-driven personality fuse to affect happiness at work in the nursing profession in Uganda. Design/methodology/approach This paper adopts a cross-sectional descriptive and analytical design. The authors use structural equation modelling to test hypotheses. Using proportionate and simple random sampling procedures, a sample of 900 respondents was drawn from different hospitals in Uganda of which a response rate of 88.9% was obtained. Findings The magnitude effect of self-driven personality on happiness at work depends on PsyCap, implying that the assumption of non-additivity is met. Research limitations/implications Only a single research methodological approach was used, and future research through interviews could be undertaken to triangulate. Practical implications To boost happiness at the workplace, heads of hospitals should always endeavour to find a viable self-driven personality and PsyCap blend that can add value to nurses’ happiness in Uganda. Social implications It is essential for health human resource managers to understand, how self-driven personality and PsyCap foster happiness among nurses in Uganda. Originality/value This is one of the few studies that focus on testing the interactive effects of PsyCap on the relationship between self-driven personality and happiness at the workplace in Uganda’s health sector.

Assessment, Allocation, And Management Of Home And Community Care Services For Medically Complex Children : A Case Study

This study examines the experiences of CCAC Care Coordinators when assessing, allocating, and managing medically complex children who require home and community care services. A case-study design was implemented, employing a focus group with seven Care Coordinators and an analysis of the 14 Local Health Integration Networks (LHINs) Integrated Health Service Plans (IHSPs) across Ontario. Three major findings arose from the study. First, families are experiencing increased levels of burden related to the child's care responsibilities. Second, there remains a health human resource shortage of individuals with a specialization in paediatrics in the home and community sector. Third, Care Coordinators function as street-level bureaucrats when allocating publicly funded services without the use of a standardized assessment tool. Ultimately, a model of care needs to be implemented supporting a balanced approach to assessment, utilizing standard assessment tools while providing a means for Care Coordinators to utilize their expertise in allocating services.

Assessment, Allocation, And Management Of Home And Community Care Services For Medically Complex Children : A Case Study

This study examines the experiences of CCAC Care Coordinators when assessing, allocating, and managing medically complex children who require home and community care services. A case-study design was implemented, employing a focus group with seven Care Coordinators and an analysis of the 14 Local Health Integration Networks (LHINs) Integrated Health Service Plans (IHSPs) across Ontario. Three major findings arose from the study. First, families are experiencing increased levels of burden related to the child's care responsibilities. Second, there remains a health human resource shortage of individuals with a specialization in paediatrics in the home and community sector. Third, Care Coordinators function as street-level bureaucrats when allocating publicly funded services without the use of a standardized assessment tool. Ultimately, a model of care needs to be implemented supporting a balanced approach to assessment, utilizing standard assessment tools while providing a means for Care Coordinators to utilize their expertise in allocating services.

Analysis of Needs Planning, Realization and Optimization of Health Human Resources at the UPT of Public Health Center, Blitar District

The crucial problem of Health Human Resources currently facing is the number, distribution, and quality of health workers. Therefore, it is necessary to take concrete steps in addressing the challenges of this problem by meeting the availability of quality Health Human Resources according to needs, distributed fairly and evenly, and utilized efficiently and effectively. The focus of this research is how the planning of needs, realization and optimization of health human resources at the UPT Puskesmas in Blitar district. This type of research is quantitative qualitative with a case study approach. The results of this study illustrate that in running the public health center program still varies Adequacy of availability of health human resources that are less than ideal, both strategic and non-medical personnel. The planning mechanism for health human resource needs is carried out periodically once a year and used as a proposal report to the Health Office. Development planning still has obstacles due to lack of understanding of the manager program and there is no standard format yet. As an effort to optimize health human resources at the UPT Puskesmas, efforts were made to maximize the existing health human resources by giving multiple assignments and several strategies carried out by the head of the UPT Puskesmas in Blitar district. The realization of the planning for calculating the need for health Human Resources made annually from the UPT Puskesmas as a report to the Health Office has been realized, although not yet fully.

Budgetary parameters on health human resource among healthcare workers in Samburu County Referral Hospital, Kenya

Health should be the colossus of each country if not the world, since everything else from being human depends on the health status of that people. A healthy nation is a working nation and a working nation is a growing and developing nation. While the economy of majority of countries is growing the health budget of all if not majority of the countries is increasing at a very high rate While markets adapted quickly to growing demand, public policy to address market failures in health care and protect the most vulnerable has adjusted more slowly.The chief reason for carrying out this project was to determine the budgetary parameters on Health Human Resource among Healthcare Workers in Samburu County Referral Hospital, Kenya.The investigation was a cross-sectional study. A sample population of 106 participants was picked using Fishers et al method of 1998. Data collection was done using a survey with open and closed ended queries. A key informant interviews was held with the various top level management managers to gain deeper insights into the study. A strict inclusion criterion was followed to select the respondents from all trained health personnel in Samburu County Referral Hospital. Data was analysed using SPSS, presented in figures with various diagrams like charts and tables and interpreted using descriptive statistics. Majority of the healthcare workers agreed that they do not receive their salary on time with a statistically significant value p = 0.0001, indicating that the county has a challenge financial resources to pay its workers on time. With regards to remuneration among the healthcare workers a small number of about 4% with a p value of 0.002 strongly agreed with being comfortable, they seem to be satisfied with their kind of remunerations they receive. A health budget is a pivotal and consequential organizational document that guides and dictates major financial objectives and even a monitoring tool towards the agreed health policies, strategies and policies. The findings will enable the policy makers and other shareholders to review the health policies in order to address the budgetary parameters on Health Human Resource among Healthcare Workers.