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Moradali MR, Hajian S, Majd HA, Rahbar M, Entezarmahdi R. Job adjustment predictive factors of healthcare midwives in health system reform in Iran. Arch Public Health 2023; 81:181. [PMID: 37817271 PMCID: PMC10563211 DOI: 10.1186/s13690-023-01193-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/26/2023] [Accepted: 09/27/2023] [Indexed: 10/12/2023] Open
Abstract
BACKGROUND Possessing sensitive and multiple responsibilities in the country's health system, particularly after the implementation of the health reform in Iran, midwives must be able to optimally perform their duties in their new job as healthcare providers. This study aimed to identify the factors that predict job adjustment for Iranian midwives working in healthcare. METHODS In this cross-sectional study, 310 midwives were recruited from 209 health centers in the Iranian province of West Azerbaijan using the census method and asked to complete research questionnaires. Data were collected using job adjustment, job satisfaction, and organizational commitment scales. SPSS version 25 was used to perform ANOVA and calculate multiple linear regression coefficients for data analysis. In addition, the AMOS software was employed for path analysis and the identification of predictive variables. RESULTS The mean age of the participants was 37.67 ± 7.1 years. Most participants (35.5%) were interested in their occupation as a midwife, and 27.1% were very interest. They had a moderate to strong tendency (76.1%) to remain in their new profession. In addition, 58.1% of participants experienced moderate job adjustment. For healthcare midwives, "desire to remain in the midwifery profession" and "organizational commitment" were significant predictors of job adjustment. "Desire to remain in the midwifery profession" directly affected midwives' job adjustment, while "interest in the new profession" had an indirect effect. Furthermore, "adequacy of income to expenses," "job satisfaction," and "organizational commitment" through the mediating role of "desire to remain in the profession" can, directly and indirectly, influence their job adjustment. CONCLUSION To better prepare midwives for their role as healthcare providers, organizational managers should focus their efforts and plan primarily on providing incentives to increase the longevity of staying in the profession of midwifery increase job adjustment, job satisfaction, and organizational commitment, thereby improving the quality-of-service delivery.
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Affiliation(s)
- Monireh Rezaee Moradali
- Student Research Committee, School of Nursing and Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Sepideh Hajian
- Department of Midwifery, School of Nursing and Midwifery, Shahid Beheshti University of Medical Sciences, Vali Asr Ave., Niayesh Cross Road, Niayesh Complex, Tehran, 1996835119, Iran.
| | - Hamid Alavi Majd
- Department of Biostatistics, School of Allied Medical Sciences, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Mohammadreza Rahbar
- Skin and Stem Cell Research Center, Tehran University of Medical Sciences, Tehran, Iran
| | - Rasool Entezarmahdi
- Assistant Professor of Epidemiology, Social Determinant of Health Research Center, Clinical Research Institute, Biostatistics & Epidemiology Department, Medical School, Urmia University of Medical Sciences, Urmia, Iran
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Deshmukh N, Raj P, Chide P, Borkar A, Velhal G, Chopade R. Job Satisfaction Among Healthcare Providers in a Tertiary Care Government Medical College and Hospital in Chhattisgarh. Cureus 2023; 15:e41111. [PMID: 37519570 PMCID: PMC10382642 DOI: 10.7759/cureus.41111] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 06/27/2023] [Indexed: 08/01/2023] Open
Abstract
Background The job satisfaction of healthcare providers is particularly relevant in service management because employees' level of job satisfaction impacts healthcare service users. A positive association is observed between the job satisfaction of healthcare providers and patient satisfaction. This study was conducted to determine the job satisfaction levels and their determinants among healthcare providers (doctors, nurses, and support staff) in a tertiary care hospital. Methodology A cross-sectional study was conducted among 400 healthcare providers of a tertiary care medical college and hospital. The questionnaire method was employed to collect demographic data. Job satisfaction level was assessed using the Job Satisfaction Survey Scale (JSS Scale). Results The mean overall satisfaction score among doctors was 123.05 ± 17.06, for nurses 127.4 ± 14.58, and for the support staff 138.46 ± 22.09. Among all three groups, employees' support staff were found to be more satisfied (40%), followed by doctors (15%) and nurses (6.67%), while the proportion of dissatisfied employees was highest among doctors (20%) than nurses (6.67%) and the support staff (6.67%). Satisfaction was significantly higher among the support staff compared to doctors and nurses. The level of satisfaction was found to be more in the younger staff (38.14%), regular job holders (33.33%), and fresh recruits (37.5%). Overall, satisfaction levels were found to be positively associated with factors such as the type and nature of work (64%) and relationships with co-workers (40%) and supervisors (36%) while more dissatisfied with factors such as interpersonal communication (70%), salary (54%), and promotional opportunities (42%). Conclusion The overall satisfaction among employees was only 20%. Factors such as job security, young age, and work experience were strongly associated with job satisfaction. Employees were more satisfied with the type and nature of work and relationships with co-workers while more dissatisfied with salary, promotional opportunities, and interpersonal communication.
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Affiliation(s)
- Namita Deshmukh
- Department of Community Medicine, Bhaktshreshtha Kamalakarpant Laxman (BKL) Walawalkar Rural Medical College, Ratnagiri, IND
| | - Purnima Raj
- Department of Pharmacology, Late Shri Lakhiram Agrawal Memorial Medical College, Raigarh, IND
| | - Pratik Chide
- Department of Pathology, Government Medical College, Miraj, IND
| | - Avinash Borkar
- Department of Community Medicine, Bhaktshreshtha Kamalakarpant Laxman (BKL) Walawalkar Rural Medical College, Ratnagiri, IND
| | - Gajanan Velhal
- Department of Community Medicine, Bhaktshreshtha Kamalakarpant Laxman (BKL) Walawalkar Rural Medical College, Ratnagiri, IND
| | - Rahul Chopade
- Department of Community Medicine, Bhaktshreshtha Kamalakarpant Laxman (BKL) Walawalkar Rural Medical College, Ratnagiri, IND
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Amer F, Kurnianto AA, Alkaiyat A, Endrei D, Boncz I. Engaging physicians and nurses in balanced scorecard evaluation-An implication at Palestinian hospitals and recommendations for policy makers. Front Public Health 2023; 11:1115403. [PMID: 36960380 PMCID: PMC10029923 DOI: 10.3389/fpubh.2023.1115403] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/03/2022] [Accepted: 01/25/2023] [Indexed: 03/09/2023] Open
Abstract
Introduction Healthcare workers (HCWs) are seldom involved in balanced scorecard (BSC) deployments. This study aims to incorporate Palestinian HCWs in the BSC to create health policy recommendations and action plans using BSC-HCW1, a survey designed and validated based on BSC dimensions. Methodology In this cross-sectional study, the BSC-HCW1 survey was delivered to HCWs in 14 hospitals from January to October 2021 to get them involved in PE. The differences between physicians' and nurses' evaluations were assessed by the Mann-Whitney U-test. The causal relationships between factors were analyzed using multiple linear regression. The multicollinearity of the model was checked. Path analysis was performed to understand the BSC strategic maps based on the Palestinian HCWs' evaluations. Results Out of 800 surveys, 454 (57%) were retrieved. No evaluation differences between physicians and nurses were found. The BSC-HCW1 model explains 22-35% of HCW loyalty attitudes, managerial trust, and perceived patient trust and respect. HCWs' workload time-life balance, quality and development initiatives, and managerial performance evaluation have a direct effect on improving HCWs' loyalty attitudes (β = 0.272, P < 0.001; β = 0.231, P < 0.001; β = 0.199, P < 0.001, respectively). HCWs' engagement, managerial performance evaluation, and loyalty attitudes have a direct effect on enhancing HCWs' respect toward managers (β = 0.260, P < 0.001; β = 0.191, P = 0.001; β = 0.135, P = 0.010, respectively). Quality and development initiatives, HCWs' loyalty attitudes, and workload time-life balance had a direct effect on improving perceived patient respect toward HCWs (β = 254, P < 0.001; β = 0.137, P = 0.006, β = 0.137, P = 0.006, respectively). Conclusion This research shows that it is important to improve low-performing indicators, such as the duration of time HCWs spend with patients, their knowledge of medications and diseases, the quality of hospital equipment and maintenance, and the inclusion of strengths and weaknesses in HCWs' evaluations, so that HCWs are more loyal and less likely to want to leave. For Palestinian hospital managers to be respected more, they must include HCWs in their action plans and explain their evaluation criteria. Patients will respect Palestinian HCWs more if they prioritize their education and work quality, spend more time with patients, and reflect more loyalty. The results can be generalized since it encompassed 30% of Palestinian hospitals from all categories.
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Affiliation(s)
- Faten Amer
- Doctoral School of Health Sciences, Faculty of Health Sciences, University of Pécs, Pécs, Hungary
- Institute for Health Insurance, Faculty of Health Sciences, University of Pécs, Pécs, Hungary
- School of Pharmacy, Faculty of Medicine and Health Sciences, An-Najah National University, Nablus, Palestine
| | - Arie Arizandi Kurnianto
- Doctoral School of Health Sciences, Faculty of Health Sciences, University of Pécs, Pécs, Hungary
| | - Abdulsalam Alkaiyat
- Division of Public Health, Faculty of Medicine and Health Sciences, An-Najah National University, Nablus, Palestine
| | - Dóra Endrei
- Institute for Health Insurance, Faculty of Health Sciences, University of Pécs, Pécs, Hungary
| | - Imre Boncz
- Institute for Health Insurance, Faculty of Health Sciences, University of Pécs, Pécs, Hungary
- National Laboratory for Human Reproduction, University of Pécs, Pécs, Hungary
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Grateful Workers, Satisfied Workers? A Portuguese Study about Organizational Happiness during COVID-19 Quarantine. Behav Sci (Basel) 2023; 13:bs13020081. [PMID: 36829310 PMCID: PMC9952461 DOI: 10.3390/bs13020081] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/29/2022] [Accepted: 01/17/2023] [Indexed: 01/20/2023] Open
Abstract
Although work satisfaction has been largely studied, gratitude is an emerging field within multiple sciences, including positive psychology, organizational behavior, and human resources marketing. This ex post facto study aims to characterize gratitude and understand its relations to job satisfaction in a non-probabilistic sample of 521 Portuguese workers (62.2% women), 30.90% and 69.10% in the public and private sector, respectively, mean ages of M = 43, SD = 12.6. Data were collected using anonymous questionnaires during the COVID-19 lockdown. Statistical analyses were performed in SPSS 26, and include Student's t-test, one-way ANOVA, Pearson's correlations, and a hierarchical linear regression model. Results confirm that Portuguese workers are grateful and satisfied at work. There were statistically significant differences between groups in sociodemographic (p < 0.001 and p < 0.05), professional (p < 0.01 and p < 0.001), and perceived living conditions variables (p < 0.05) regarding gratitude. Gratitude, alone, explains 8% of job satisfaction. According to the regression model (32.4%), perceptions of satisfaction initiatives and greater job security are also associated with higher levels of job satisfaction (23.6%). Implementation of gratitude-promoting strategies may increase job satisfaction, especially in the post-pandemic period. The investment in workers' organizational happiness, after the impacts of COVID-19 on work dynamics, is a differentiating organizations success dimension.
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Xu L, Wang Z, Li Z, Lin Y, Wang J, Wu Y, Tang J. Mediation role of work motivation and job satisfaction between work-related basic need satisfaction and work engagement among doctors in China: a cross-sectional study. BMJ Open 2022; 12:e060599. [PMID: 36261236 PMCID: PMC9582309 DOI: 10.1136/bmjopen-2021-060599] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/04/2022] Open
Abstract
OBJECTIVES This study aims to examine the association of work-related basic need satisfaction (W-BNS) with doctors' work engagement and explore the mediating role of work motivation and job satisfaction between the two variables. DESIGN This was a cross-sectional study. SETTING The study was conducted in four public grade A tertiary hospitals in China. PARTICIPANTS A total of 1000 doctors were invited to participate; 849 doctors completed questionnaires validly. PRIMARY AND SECONDARY OUTCOME MEASURES Questionnaires were administered online and offline to collect data, consisting of six parts: social demographic characteristics, work-related characteristics, and scales related to W-BNS, work motivation, job satisfaction and work engagement. One-way analysis of variance, Pearson correlation analysis were performed using SPSS, and mediation analysis was carried out via PROCESS macro. RESULTS Our research showed that W-BNS, work motivation, job satisfaction and work engagement were positively correlated. Work engagement was significantly predicted by W-BNS (β=0.15, p<0.001) through motivation at work (β=0.23, p<0.001) and job satisfaction (β=0.44, p<0.001), respectively. Compared with work motivation, the mediating effect of job satisfaction was stronger (95% CI -0.22 to -0.06). CONCLUSION The findings suggest that job satisfaction and work motivation may be important pathways through which doctors' W-BNS may influence their work engagement. In order to maintain and promote doctors' work engagement, hospital administrators should consider strengthening the internal motivation of doctors and improving their job satisfaction.
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Affiliation(s)
- Le Xu
- School of Health Policy and Management, Nanjing Medical University, Nanjing, Jiangsu, China
| | - Zhonghua Wang
- School of Health Policy and Management, Nanjing Medical University, Nanjing, Jiangsu, China
| | - Zhong Li
- School of Health Policy and Management, Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yuxin Lin
- School of Health Policy and Management, Nanjing Medical University, Nanjing, Jiangsu, China
| | - Juanjuan Wang
- School of Health Policy and Management, Nanjing Medical University, Nanjing, Jiangsu, China
| | - Yang Wu
- Biobank, Jiangsu Province Hospital and Nanjing Medical University First Affiliated Hospital, Nanjing, Jiangsu, China
| | - Jinhai Tang
- School of Health Policy and Management, Nanjing Medical University, Nanjing, Jiangsu, China
- Department of General Surgery, Jiangsu Province Hospital and Nanjing Medical University First Affiliated Hospital, Nanjing, Jiangsu, China
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How to Engage Health Care Workers in the Evaluation of Hospitals: Development and Validation of BSC-HCW1-A Cross-Sectional Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19159096. [PMID: 35897476 PMCID: PMC9367997 DOI: 10.3390/ijerph19159096] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/03/2022] [Revised: 07/15/2022] [Accepted: 07/23/2022] [Indexed: 11/17/2022]
Abstract
Organizations worldwide utilize the balanced scorecard (BSC) for their performance evaluation (PE). This research aims to provide a tool that engages health care workers (HCWs) in BSC implementation (BSC-HCW1). Additionally, it seeks to translate and validate it at Palestinian hospitals. In a cross-sectional study, 454 questionnaires were retrieved from 14 hospitals. The composite reliability (CR), interitem correlation (IIC), and corrected item total correlation (CITC) were evaluated. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used. In both EFA and CFA, the scale demonstrated a good level of model fit. All the items had loadings greater than 0.50. All factors passed the discriminant validity. Although certain factors' convergent validity was less than 0.50, their CR, IIC, and CITC were adequate. The final best fit model had nine factors and 28 items in CFA. The BSC-HCW1 is the first self-administered questionnaire to engage HCWs in assessing the BSC dimensions following all applicable rules and regulations. The findings revealed that this instrument's psychometric characteristics were adequate. Therefore, the BSC-HCW1 can be utilized to evaluate BSC perspectives and dimensions. It will help managers highlight which BSC dimension predicts HCW satisfaction and loyalty and examine differences depending on HCWs' and hospital characteristics.
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Moskvicheva L, Russkikh S, Makarova E, Tarasenko EA, Vasiliev MD, Timurzieva AB. Satisfaction of outpatient oncologists with their work. Eur J Transl Myol 2022; 32. [PMID: 35698823 PMCID: PMC9295165 DOI: 10.4081/ejtm.2022.10637] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2022] [Accepted: 06/02/2022] [Indexed: 11/23/2022] Open
Abstract
Job satisfaction is a fundamental ingredient in the life quality of a modern person; for a health care worker, it determines to a large extent the quality and accessibility of health care services they provide. Our aim is identification of key reasons for low job satisfaction among outpatient oncologists at cancer care centres (CCC) and identification of the best ways to address them. 110 oncologists working in outpatient CCC in Moscow, Moscow region and Ivanovo region participated in this research. Respondents' job satisfaction was assessed using V.A. Rozanova's Job Satisfaction Assessment Questionnaire. Virtually a quarter (23.6%) of oncologists were dissatisfied with their work; male respondents and surgical employees reported significantly higher levels of dissatisfaction. Wage levels and equity, working hours, teamwork and coordination in carrying out collective tasks and managerial style were the main areas of dissatisfaction. Measures to improve the work process included enhancing the resource outfit, fair consideration of each employee's achievements when distributing incentives, clear allocation of responsibility for collective project tasks, creating opportunities for paid part-time work and arranging regular meals at the expense of the health care organisation. Raising managers' awareness of the results can contribute to improvements in oncologists' performance, work process satisfaction, productivity and performance, quality of care and access to it, as well as public satisfaction and confidence in the health-care system as a whole.
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Affiliation(s)
- Liudmila Moskvicheva
- Ultrasound Diagnostic Department, P. Hertsen Moscow Oncology Research Institute - branch of the National Medical Research Radiological Center of the Ministry of Health of the Russian Federation, Moscow.
| | - Sergey Russkikh
- N.A. Semashko National Research Institute of Public Health, Moscow Russia;(3) Department of Theory and Practice of Public Administration, National Research University Higher School of Economics, Moscow.
| | - Ekaterina Makarova
- N.A. Semashko National Research Institute of Public Health, Moscow Russia; Research Laboratory "Health Technology Assessment and Clinical and Economic Expertise" A.I. Yevdokimov Moscow State University of Medicine and Dentistry, Moscow.
| | - Elena A Tarasenko
- Department of Health Management and Economics, National Research University Higher School of Economics, Moscow.
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Perry KE, Rakhmanova N, Suos P, Nhim D, Voeurng B, Bouchet B. Lessons learnt from quality improvement collaboratives in Cambodia. BMJ Glob Health 2022; 7:bmjgh-2021-008245. [PMID: 35318264 PMCID: PMC8943723 DOI: 10.1136/bmjgh-2021-008245] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2021] [Accepted: 03/04/2022] [Indexed: 11/24/2022] Open
Abstract
Currently, Cambodia uses performance-based financing (PBF) and a national quality enhancement monitoring system as key components of its strategy to achieve universal health coverage and the health-related Sustainable Development Goals. PBF is one among many strategies to improve the quality of healthcare services and its effects and limitations have been widely documented. We share lessons learnt from the use of quality improvement collaboratives, a facility-based quality improvement strategy, to amplify and complement PBF to address specific service delivery gaps, improve provider competency, and increase patient trust and satisfaction in the health system, a driver of healthcare utilisation.
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Affiliation(s)
- Kelly E Perry
- Asia Pacific Regional Office, FHI 360, Bangkok, Thailand
| | | | | | - Dalen Nhim
- Cambodia Office, FHI 360, Phnom Penh, Cambodia
| | - Bunreth Voeurng
- Battambang Provincial Health Department, Cambodia Ministry of Health, Battambang, Cambodia
| | - Bruno Bouchet
- Health System Strengthening Division, FHI 360, Washington D.C, District of Columbia, USA
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