Association between Age Group and Perception towards ‘Women's Career Success and Barriers’

The age factor plays a vital role in the perception of human beings on different issues. Regarding this, the main objective of this study is to examine the association between age group and perception of Nepali universities female teachers in the issues of women's career success and barriers such as individual factor, family factor, organizational factor, and socio-cultural factor. With judgmental sampling technique, only 202 responses were selected and usable out of 275 questionnaires distributed to female University teachers. This study has tested the reliability by using Cronbach alpha. Using likelihood ratio, it was found that there is only a significant association of agegroup and perception of female teachers in the issue of women’s career success but there is no significant association in the issues of individual factor, family factor, organizational factor, and socio-cultural factor. From this output, it concluded that perceptions of women university teachers are different with different age-group in the issue of women’s career success. This study could be useful for University/college management, trainers, and human resource developers to assist the career success of female university teachers.

Analisa Faktor Organisasi terhadap Kinerja Keselamatan Organisasi

Organisasi merupakan salah satu elemen yang penting dalam faktor manusia yang dapat mempengaruhi kinerja keselamatan. Hasil penelitian juga menunjukan bahwa organisasi memiliki tingkat kepentingan paling tinggi dibandingkan individu dan lingkungan kerja yang akan berpengaruh pada kinerja keselamatan di perusahaan. Tulisan ini bertujuan untuk mengetahui elemen-elemen apa saja di dalam faktor organisasi yang dapat mempengaruhi kinerja keselamatan Tulisan ini menggunakan metode traditional literature review dengan menggunakan mesin pencari Google Scholar, Science Direct, Taylor & Francis, Springerlink, dan Research Gate. Penelusuran menggunakan kata kunci safety performance, human factor, organizational factor, worker participation, safety commitment. Berdasarkan 12 literatur yang didapatkan bahwa dalam faktor organisasi terdapat elemen-elemen yang bisa mempengaruhi kinerja keselamatan seperti: komitmen manajemen, kepemimpinan keselamatan, partisipasi pekerja, kebijakan dan promosi keselamatan, komunikasi, budaya menyalahkan, pelatihan keselamatan, hubungan interpersonal, pengawasan keselamatan, dukungan supervisor, sistem penghargaan (insentif dan pinalti), perbaikan berkelanjutan.

Characteristics of Home-Visit Nursing Agencies That Closed after the 2012 Fee Revision for Home-Visit Nursing Services: A Nationwide Panel Data Analysis in Japan

Despite the 2012 fee revision raising fees for home-visit nursing services to increase their supply in Japan, 300 to 500 home-visit nursing agencies (VNA) are still being closed annually. This study aims to identify the regional and organizational characteristics of the VNAs that closed after the 2012 fee revision. A longitudinal observational study was conducted using nationwide panel data of VNAs from 2014 to 2017 (N = 6496). Multiple logistic regression models stratified by years of operation were used for the analysis. We identified 821 closed agencies (12.6%). In this study, many important factors related to VNA closures were found. In the less than three years group, there were regional factors (lower aging rate and larger number of clinics) and an organizational factor (higher proportion of users under 40 years of age). In the 3–14 years group, there was a regional factor (larger number of clinics) and organizational factors (smaller number of FTE nurses, smaller number of users per FTE nurse, and smaller number of medical care types that can be provided). In the over 15 years group, there was an organizational factor (smaller number of FTE nurses). The findings provide valuable insights for policymakers in avoiding VNA closures.

Entrepreneurial Alertness Research: Past and Future

The construct of entrepreneurial alertness has been gaining considerable interest from academics because it is at the heart of the entrepreneurial process. Consequently, there has been a substantial increase in the number of academic papers over the years. However, this is a highly fragmented field of research that aggregates contributions from researchers in the fields of economics and strategy, entrepreneurship, and psychology. Also, in recent decades, the concept of entrepreneurial alertness has been studied from different perspectives, being considered, on one hand, as cognitive capacity, a dynamic capacity or a skill of the entrepreneur and, on the other hand, as an organizational factor that affects a company’s performance and a source of competitive advantage. The analysis reveals a set of future research avenues that may contribute to the development of the entrepreneurial alertness research field.

A Importância das Atividades Logísticas como Fator Organizacional / The Importance of Logistics Activities as an Organizational Factor

Resumo: O referido trabalho teve como objetivo, compreender as possibilidades que as organizações precisam para executar as atividades logísticas como fator diferencial no varejo, embasado no entendimento da importância das atividades logísticas como fator organizacional. De uma forma específica avaliar a cultura das organizações quanto ao uso das atividades logísticas, mostrando o que pode ser benéfico para ter sucesso, identificar os pontos importantes que auxiliem as organizações executarem de maneira eficiente as atividades logísticas como diferencial e demonstrar os resultados que se pode vislumbrar quando usado as atividades logísticas de forma eficiente. O estudo se determinou por uma pesquisa qualitativa e mediante aos fins descritiva e seus meios se determinou bibliograficamente. O trabalho teve como ponto forte demonstrar o quanto é possível ver a importância das atividades logísticas como diferencial e quando utilizadas o quanto podem ser consideradas como diferencial no atingimento das metas, beneficiando a organização e os clientes. Assim como possibilitando futuros estudos na temática de uma forma mais exploratória e até mesmo através de um estudo de caso específico dentro de uma organização. Assim, de uma forma prática os objetivos do estudo foram alcançados mediante os resultados adquiridos através do estudo e o entendimento da temática em busca de ajudar as organizações em atingir suas metas.

An Analysis on the Implementation of Professional Learning Communities in Malaysian Secondary Schools

The main objective of the study was to examine the implementation of Professional Learning Communities (PLCs) in Malaysian secondary schools. The study was conducted by using quantitative method whereby a total of 971 principals, senior assistants and teachers were involved in the survey. The descriptive statistical analysis was employed to obtain scores and means whereas the t-test and ANOVA were adopted to test the significance of the concerned variables. The result revealed that, i) the schools were rated as Quite Good in practising PLCs; ii) comparing the two dimensions of PLCs, Organizational Factor achieved a higher mean score than Non-organizational Factor; iii) among all the sub-dimensions, Principals’ Commitment and Support achieved the highest whereas External Support System achieved the lowest mean score. The study summarized that although contextual factors such as decentralized school system, the policy environment and teachers’ workload are potential factors that might impact the development of PLCs, the incompetence of the teachers in practising Collaborative Learning, Collective Inquiry and Reflective Dialogue would significantly hinder their professional practices in PLCs. The study offers an analysis in exploring PLCs towards sustained school improvement and may help move the current available literature to a more coherent, theoretical perspective for practical engagement. Keywords: Collective inquiry, External support system, Principals’ commitment and support, Professional learning communities, Reflective dialogue

Retention and Resignation of Nurses in Government Hospitals of Cebu City, Cebu, Philippines

This study determined the status of the retention and resignation of nurses in government hospitals of Cebu City, Cebu for calendar year 2004-2007. The findings of which were used as bases for recommendations. Further, it answered the following questions:1.What are the individual factors that have influenced the retention and resignation of nurses in terms of:1.1.age;1.2.gender;1.3.length of service;1.4.educational qualification;1.5.tenure;1.6.designation/position; and1.7.salary?2.What factors have influenced the retention and resignation of nurses as perceived by the chief nurses in terms of:2.1.organizational factor;2.2.economic-labor market factor?3.What work retention strategies can be proposed based on the findings of the study?This study utilized the descriptive design. This qualitative study determined the status of the retention and resignation of nurses in government hospitals in Cebu City, Cebu. Further, it determined the factors that have influenced the retention and resignation of nurses as perceived by the chief nurses in terms of organizational factor and economic-labor factor. The study includes three hospitals: Cebu City Medical Center; St. Anthony Mother and Child Hospital; and Vicente Sotto Memorial Medical Center.Majority of the retained nurses were 21-27 years old, females, with less than a year work experience, without master’s degree units taken, still in contractual status, all functioned as staff nurses, and with a salary range of 6,000 to 8,000 Philippine pesos. Majority of the resigned nurses were 21-27 years old, females, with less than 1-2 year work experience, without master’s degree units taken, regular status, all functioned as staff nurses, and with a salary range of 8,000 to 10,000 Philippine pesos.In the aspect of organizational factor, the chief nurses perceived that the philosophy, vision-mission, goals, objectives, and values formation were discussed with the employees during the orientation. On the other hand, policies in the hospital were reviewed and updated regularly, and disseminated to the areas for uniformity. In terms of dealing with religious obligations of nurses, practices of employees were considered and given importance, thus they were involved in activities such as Eucharistic celebrations.With regards to the process of promotion to higher position, all nurses had to pass the qualifications from the duly appointed selection of the hospitals before they will be awarded with a promotion. In terms of the job description and scope of nurses’ job, these are discussed to every staff during the orientation. Pertaining to how often the chief nurse conduct rounds and surveys in the ward, they do this from time to time. To manage errors committed by the nurses in the wards, they conduct thorough investigation in order to correct the error. In relation to the rotation of nurses to different wards/areas, they do rotations of staff nurses to different areas every 3 months.In the aspect of economic-labor market factor, the chief nurses perceived the regularization process of every nursing staff was decided by the performance evaluation board or the appointing officer. For the hiring process, the chief nurses usually post the vacancies. They were tasked to do the preliminary screening, and they forward the recommendation to their appointing officer. With regards to the handling of advertisements for vacancies and promotion of their institution, they use the newspapers and radios to inform the public.

PENGARUH SUPERVISI DAN SARANA PRASARANA DENGAN KINERJA PERAWAT

ABSTRACT Background: The quality of nursing care given by a nurse can be measured by making an evaluation system known as performance assessment. There are three factors influencing performance, they are individual factor, organizational factor and psychological factor. The aspects of organizational factor are supervision and infrastructure.Purpose: This study scrutinized the effect of supervision and infrastructure towards nurse performance at care wards of A Dadi Tjokrodipo Hospital of Bandar Lampung in 2019.Methods: This is a quantitative study with cross sectional approach. The population of this study is the whole nurse in charge at A Dadi Tjokrodipo Hospital of Bandar Lampung amounting to 46 people. The respondents are 46 people. The data collection technique was conducted by using questionnaire. The statistical test was done with chi square.Results: Frequency distribution of respondents stated good supervision as many as 24 respondents (52.2%), respondents stated good infrastructure as many as 26 respondents (56.5%), respondents stated good performance as many as 27 respondents (58.7%). There is an influence of supervision with nurse performance (p value 0.041. OR 4.3). There is the influence of facilities and nurse performance (p value 0.002. OR 9.8) in the Inpatient Room of RSUD A Dadi Tjokrodipo Bandar Lampung.Conclusion: There is an influence of supervision and facilities with nurse performance. Suggestions on research to nursing care institutions in hospitals through the field of nursing in collaboration with the hospital management to develop their careers by continuing their education and enhancing nursing experience and motivating Nurse's performance is always good. Keywords: infrastructure, supervision, nurse performance Pendahuluan: Kualitas pelayanan keperawatan yang diberikan oleh perawat dapat diketahui melalui suatu evaluasi yaitu penilaian kinerja. Terdapat tiga faktor yang mempengaruhi kinerja, yaitu faktor individu, faktor organisasi dan faktor psikologi. Salah satunya faktor organisasi adalah supervisi dan sarana prasarana.Tujuan: diketahui pengaruh antara sarana prasarana dan supervisi dengan kinerja perawat di Ruang Rawat Inap RSUD A Dadi Tjokrodipo Bandar Lampung Tahun 2019.Metode: Jenis penelitian kuantitatif, menggunakan pendekatan cross sectional. Populasi pada penelitian ini adalah seluruh perawat pelaksana di RSUD A Dadi Tjokrodipo Bandar Lampung sejumlah 46 orang. Sampel 46 responden. Tehnik pengumpulan data dilakukan dengan menggunakan kuesioner. Uji statistik yang digunakan adalah uji Chi Square.Hasil: menunjukkan Distribusi frekuensi responden menyatakan supervisi baik yaitu sebanyak 24 responden (52,2%), sarana prasarana baik yaitu sebanyak 26 responden (56,5%), kinerja baik yaitu sebanyak 27 responden (58,7%). Ada pengaruh supervisi dengan kinerja perawat (p value 0,041. OR 4,3). Ada pengaruh sarana prasarana dengan kinerja perawat (p value 0,002. OR 9,8). Kesimpulan: ada pengaruh supervisi dan sarana prasarana dengan kinerja perawat. Saran pada penelitian kepada Institusi pelayanan keperawatan agar terus mengembangkan kariernya dengan melanjutkan pendidikan dan meningkatkan pengalaman tentang keperawatan serta memotivasi agar kinerja perawat tetap selalu baik. Kata Kunci : Sarana Prasarana, Supervisi, Kinerja Perawat