International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
An empirical investigation of how the unified pay structures affects job perf...Alexander Decker
The document analyzes how a unified pay structure affects job performance in federal teaching hospitals in Nigeria. It conducted a study across 14 major teaching hospitals, surveying 560 health workers. The results found that over 75% of respondents rated job performance as poor under the current unified pay structure. Additionally, over 60% of respondents from each hospital also rated performance as poor. The unified pay structure was found to compensate all health workers the same regardless of competency or performance, failing to link effort to reward. This denies opportunities for achievement and fails to motivate workers. It was concluded that revising the pay structure to better link performance to rewards could improve motivation and job performance among health workers.
Determinants of employee satisfaction (es) in public health service organizat...Alexander Decker
This document summarizes a study that aimed to determine the factors affecting employee satisfaction in public health service organizations (PHSOs) in Eastern Province, Sri Lanka. The study conducted a literature review on previous research related to employee satisfaction. It identified environmental, psychological, and structural factors as potential determinants of employee satisfaction in PHSOs based on the literature. The study collected primary data through questionnaires distributed to 100 employees at 3 government hospitals in Eastern Province. Factor analysis and regression analysis were used to analyze the data. The results found that the environmental, psychological, and structural factors identified were reliable determinants of employee satisfaction in PHSOs that explained around 93% of the variation in satisfaction levels.
This study explored reasons for nurse turnover at BPKIHS hospital in Nepal. The researchers surveyed 150 current and resigned nurses about job satisfaction factors. They found that the major reasons nurses left BPKIHS were career opportunities elsewhere, opportunities for further education, negative attitudes of nursing leaders, inadequate salary, and poor promotion opportunities. The study concluded that increasing salary, job security, starting a bachelor's nursing program, a fair evaluation system, and clear promotion policies could help retain nurses and reduce turnover at the hospital.
This document summarizes a research study that examined the relationships between job insecurity, perceived organizational support, turnover intention, employee engagement, and job satisfaction among nurses during the COVID-19 pandemic. The study found that job insecurity negatively impacts perceived organizational support. Perceived organizational support was found to partially reduce turnover intention and increase employee engagement and job satisfaction. The findings imply that hospital leaders should focus on improving nurses' welfare through organizational support policies to minimize job insecurity and its negative outcomes.
The document summarizes a study on increasing the utilization and productivity of general practitioners in hospitals during the COVID-19 pandemic. It found that during the early months of the pandemic in 2020, hospitals experienced significant decreases in patient visits and general practitioner productivity and income due to social distancing measures. The study used interviews and group discussions to measure the decline and developed strategies using SWOT analysis. It concluded that cross-selling, up-selling and digitalization strategies could help increase general practitioner utility and productivity while also maintaining hospital income during the crisis.
Innovative work behavior is likely to be an important need for the increasing performance of the hospital to provide the health public services. Theoretically and empirically, the behaviors be related to employee perception on management support, information technology and employee empowerment. The study aims to determine the effect of management supports and information technology on employee empowerment as well as their impact on the innovative work behaviors of the employee of dr. Zainoel Abidin District Hospital Banda Aceh. The study conducted of 302 employees of the hospital. The data collected by questionnaire and then the data is analyzed by statistical means of structural equation model (SEM). The study found that management support and information technology have a positive and significant effect on the employee empowerment and innovative work behavior. The employee empowerment mediates the effect of management supports and information technology on the innovative work behavior.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
Hcs341 week 5 human resource management power pointBrenda Wymer
This document discusses human resource management practices at Patton-Fuller Community Hospital. It outlines the key functions of human resources including controlling, maintaining, and managing employee resources. It also discusses performance appraisal standards and guidelines for effective reviews. The document analyzes employee files for four individuals, assessing hiring dates, appraisal timeliness, disciplinary actions, and due diligence. It concludes by noting factors that influence human resource management in healthcare like industry changes, workforce demands, and types of patient care provided.
An empirical investigation of how the unified pay structures affects job perf...Alexander Decker
The document analyzes how a unified pay structure affects job performance in federal teaching hospitals in Nigeria. It conducted a study across 14 major teaching hospitals, surveying 560 health workers. The results found that over 75% of respondents rated job performance as poor under the current unified pay structure. Additionally, over 60% of respondents from each hospital also rated performance as poor. The unified pay structure was found to compensate all health workers the same regardless of competency or performance, failing to link effort to reward. This denies opportunities for achievement and fails to motivate workers. It was concluded that revising the pay structure to better link performance to rewards could improve motivation and job performance among health workers.
Determinants of employee satisfaction (es) in public health service organizat...Alexander Decker
This document summarizes a study that aimed to determine the factors affecting employee satisfaction in public health service organizations (PHSOs) in Eastern Province, Sri Lanka. The study conducted a literature review on previous research related to employee satisfaction. It identified environmental, psychological, and structural factors as potential determinants of employee satisfaction in PHSOs based on the literature. The study collected primary data through questionnaires distributed to 100 employees at 3 government hospitals in Eastern Province. Factor analysis and regression analysis were used to analyze the data. The results found that the environmental, psychological, and structural factors identified were reliable determinants of employee satisfaction in PHSOs that explained around 93% of the variation in satisfaction levels.
This study explored reasons for nurse turnover at BPKIHS hospital in Nepal. The researchers surveyed 150 current and resigned nurses about job satisfaction factors. They found that the major reasons nurses left BPKIHS were career opportunities elsewhere, opportunities for further education, negative attitudes of nursing leaders, inadequate salary, and poor promotion opportunities. The study concluded that increasing salary, job security, starting a bachelor's nursing program, a fair evaluation system, and clear promotion policies could help retain nurses and reduce turnover at the hospital.
This document summarizes a research study that examined the relationships between job insecurity, perceived organizational support, turnover intention, employee engagement, and job satisfaction among nurses during the COVID-19 pandemic. The study found that job insecurity negatively impacts perceived organizational support. Perceived organizational support was found to partially reduce turnover intention and increase employee engagement and job satisfaction. The findings imply that hospital leaders should focus on improving nurses' welfare through organizational support policies to minimize job insecurity and its negative outcomes.
The document summarizes a study on increasing the utilization and productivity of general practitioners in hospitals during the COVID-19 pandemic. It found that during the early months of the pandemic in 2020, hospitals experienced significant decreases in patient visits and general practitioner productivity and income due to social distancing measures. The study used interviews and group discussions to measure the decline and developed strategies using SWOT analysis. It concluded that cross-selling, up-selling and digitalization strategies could help increase general practitioner utility and productivity while also maintaining hospital income during the crisis.
Innovative work behavior is likely to be an important need for the increasing performance of the hospital to provide the health public services. Theoretically and empirically, the behaviors be related to employee perception on management support, information technology and employee empowerment. The study aims to determine the effect of management supports and information technology on employee empowerment as well as their impact on the innovative work behaviors of the employee of dr. Zainoel Abidin District Hospital Banda Aceh. The study conducted of 302 employees of the hospital. The data collected by questionnaire and then the data is analyzed by statistical means of structural equation model (SEM). The study found that management support and information technology have a positive and significant effect on the employee empowerment and innovative work behavior. The employee empowerment mediates the effect of management supports and information technology on the innovative work behavior.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
Hcs341 week 5 human resource management power pointBrenda Wymer
This document discusses human resource management practices at Patton-Fuller Community Hospital. It outlines the key functions of human resources including controlling, maintaining, and managing employee resources. It also discusses performance appraisal standards and guidelines for effective reviews. The document analyzes employee files for four individuals, assessing hiring dates, appraisal timeliness, disciplinary actions, and due diligence. It concludes by noting factors that influence human resource management in healthcare like industry changes, workforce demands, and types of patient care provided.
Impact of qulaity human resource in health care providing industries organiza...Muhammad Asif Khan Awan
This document discusses human resource management (HRM) and its impact on organizational performance in healthcare organizations. It defines key HRM concepts and discusses how HRM functions like staffing, training, and compensation can positively influence three types of outcomes: financial outcomes, organizational outcomes like quality and efficiency, and human resource outcomes like employee satisfaction and absenteeism. The document also reviews literature linking effective HRM practices to improved patient satisfaction and healthcare delivery. It emphasizes the importance of measuring outcomes across all levels to fully understand the relationship between HRM and organizational performance.
Administrative Employees' Perception at Directorate of Health Affairs, Minist...iosrjce
Background: Many studies globally had studied employees' perception and its impact on job productivity.
Employees' perception is very crucial in evaluating performance improvement. The researchers in this study
tries to figure out factors that affect employees' performance and find out some solutions for existing problems.
Methods: This Study was conducted in Directorate of Health Affairs in Riyadh Region, KSA. A Simple random
sample was used to distribute 245 questionnaires. Questionnaire consisted of two parts, the study's statements
was measured using used five points Likart scale. The study was conducted from 15th Sep 2014 until 15th Nov
2014.
Results: The analysis of the data indicated that there was an overall satisfaction among employees with a
percentage of (62%). Financial factors were the most unsatisfactory aspects among employees followed by
training opportunities.
Conclusion: This study showed that there should be a full consideration to duties distribution and financial
incentives in addition to developmental initiatives in order to have very devoted employees.
Effects of mapalus value culture on human resources behavior and performance ...Alexander Decker
1) The study examines the influence of Mapalus culture, a traditional form of mutual cooperation in Indonesia, on human resource behavior and performance at two hospitals in Indonesia.
2) Data was collected through surveys of 125 respondents at the hospitals. Mapalus culture was found to positively influence human resource behavior and hospital management performance through principles of shared help, openness, group discipline, togetherness, and usability.
3) Human resource behavior and hospital management performance were measured based on various indicators. The results showed that Mapalus culture improved hospital management performance by influencing human resource behavior positively.
A study on patient satisfaction with special reference to government hospital...Tapasya123
In this study researchers analyse the satisfaction level of patients regard to facilities
available in government hospitals. A sample of 100 patients is taken from Pandit Brij
Sundar Shama Government General Hospital (GGH) at Bundi District in the state
of Rajasthan in India. Four dimensions of perceived quality were identified—Admission
Procedure, Diagnostic Services, Behaviour of the staff, Cleanliness. The developed
scale is used to evaluate perceived quality at a range of various types of facilities
for patients. Perceived quality at public facilities is only marginally favourable, leaving
much scope for improvement. Better staff and physician relations, interpersonal skills,
good diagnostic and cleanliness service can improve the level of satisfaction among
employees.
Keywords:
Wessex AHSN is pleased to announce the publication of a short report on the evaluation of how people feel when they experience new models of care. The report has been produced in partnership with R-Outcomes and the Centre for Implementation Science (University of Southampton) and responds to local evaluation guidance, published by NHS England in June 2017, that calls for a strengthened focus on capturing and evaluating patient and residents’ experience of transformed services.
Presentation on job satisfaction of healthcare employeYounus Khan
This document presents a study on job satisfaction of non-managerial healthcare employees in Karachi. It discusses conducting a survey of 200 employees across various hospital roles to understand how physical, psychological and environmental factors impact satisfaction. The study methodology involves collecting data through questionnaires, analyzing responses related to factors like health/safety, work responsibilities, pay and more. Results found most employees had high satisfaction in areas like health/safety and coworkers, while satisfaction was lower for job security and promotions. Recommendations include improving benefits, opportunities for growth and a supportive work environment.
This workshop will explore strategies to increase employment among people who have been chronically homeless and are disabled. Speakers will describe community partnerships and programs that increase employment skills and job opportunities.
Among other resources of organizations, Human Resource is the most critical one that makes a difference in an organization’s performance. For employees to work for an organization with interest and commitment, it is true that organizations should place an effective Human Resource Management system in practice. Sound Human Resources Management practices are essential for retaining effective professionals in Hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of Human Resource Management in hospitals should not be underestimated. Health care is now an upcoming field. Modern hospitals, which provide the latest medical facilities, now employ thousands of personnel including medical, paramedical and support staff.
A study on_relationship_between_work_respriyanathh
This study aimed to understand the relationship between work restructuring and job satisfaction of railway employees in Tamil Nadu. It surveyed 50 electricity workers through interviews. The study found that most employees were satisfied with benefits like increments, leave, and their employer and union activities. However, only around half were satisfied with their salary. Employees also reported good supervision, coworker relationships, and adequate transfer and loan facilities. Most suggestions were to increase worker numbers and reduce hours. In conclusion, job satisfaction was generally high but salary revisions could improve it further.
Model of Employee Performance: Competence Analysis and Motivation (Case Study...QUESTJOURNAL
This document summarizes a research study that analyzed the effects of competency and work motivation on employee performance at PT. Bank Bukopin, Tbk in Indonesia. The study found that competency and work motivation simultaneously had a significant positive impact on employee performance. Specifically, competency had a significant positive partial effect on performance, while work motivation also had a significant positive partial effect. The dimension of skills under the competency variable had the highest correlation with the productivity dimension under the performance variable. The study concluded that improving employee skills would help increase productivity according to plans and rules.
A Study on the Customer Perceptions of Quality of Services of a large hospita...Mohit Saxena
The document discusses service quality in the healthcare industry. It provides context that service quality is important for customer satisfaction, retention, and financial performance. It then reviews several frameworks for measuring service quality, including SERVQUAL and SERVPERF scales, which assess the gap between customer expectations and perceptions of service performance across key dimensions. The purpose of the study is to evaluate patients' perceptions of service quality at a large hospital in New Delhi using these standardized measurement tools.
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study that examined the impact of motivation on worker productivity among nurses at the University Teaching Hospital in Ado Ekiti, Nigeria. It reviewed literature on motivation theories and conducted a survey using questionnaires with nurses. The study found a strong relationship between motivation and productivity. It concluded that staff development programs that promote fulfillment could enhance productivity. Motivational factors like rewards and welfare packages influenced nurses' commitment levels. Regular feedback and recognition also positively influenced work. The study recommended prioritizing comprehensive staff development to boost productivity.
11.counseling and client provider interactions as related to family planning ...Alexander Decker
This document summarizes a study examining counseling and client-provider interactions related to family planning services in Nigeria. The study assessed 153 private health facilities using quality of care tools and simulated clients. Key findings include:
1) 58.8% of family planning centers greeted clients in a friendly manner, while some providers were too busy.
2) 41.2% of centers did not require prescriptions for oral contraceptives and treated them like over-the-counter drugs.
3) Most providers (76.5%) recommended follow-up appointments but lacked privacy during consultations.
This document is a thesis presented to the Graduate Faculty at the University of Akron for a Master of Science degree. The thesis assesses patient satisfaction and experience through correlation analysis and the Kano model. A sample of 100 patient satisfaction surveys from a community hospital in Northeast Ohio were obtained and analyzed. The methodology chapter discusses the Kano theory and how it compares customer expectations to customer likes. The data analysis chapter presents the results of analyzing the survey data through correlation analysis and the Kano model to quantify the effects of different service aspects on overall patient satisfaction.
Michael Pittman is a senior healthcare leader with experience in hospital administration, operations management, business development, marketing, human resources, and team development. He has over 15 years of experience leading clinical operations and quality improvement initiatives across multiple healthcare organizations. Currently, he serves as the Hospital Administrator and Chief Operations Officer at Baylor Scott & White Healthcare in Brenham, Texas, where he has achieved numerous quality awards and financial turnarounds.
Human Resource Development In Apollo Hospital MysoreAMU
HRD programs at Apollo Hospital in Mysore aim to develop employees from recruitment through their entire careers. The hospital conducts needs analyses to identify gaps between current and desired performance. This includes analyzing organizational goals, employee skills inventories, and the tasks required for each job. Training programs focus on developing the knowledge, skills, and abilities needed to perform tasks effectively. A variety of training activities are used, including competency development, new skill acquisition, career planning, and learning through social and job experiences. The goal is to promote individual growth and provide a competitive advantage through a respectful culture of continuous improvement.
The study aimed to assess the quality of nursing services provided at B. P. Koirala Institute of Health Sciences, Nepal. Data was collected using questionnaires to evaluate ward in-charges' leadership qualities, functional capabilities, nursing care status, environmental sanitation, and documentation. The results showed that ward in-charges had average leadership skills (69.2%) and managerial performance (48.28%). Nursing care status (72.32%) and documentation (73.23%) were satisfactory. Environmental sanitation was also satisfactory (65.9%). The findings indicate a need for continuous nursing education to improve leadership skills and the quality of nursing services.
Feasibility Study of Remuneration System and Employee Performance Recording B...AJHSSR Journal
Hospital management requires special attention to several aspects of management. One of them is
human resource management (HR), which is a central aspect that determines the quality of care for patients.
Human resources in hospitals are very complex, where there are various types of experts who must collaborate
to provide comprehensive services to patients. Human resources in hospitals consist of health workers (doctors,
nurses, midwives, pharmacists, laboratory analysts) while non-health human resources are also needed for
managerial and administrative management (administrative staff, medical records, accounting and
management), as well as other supporting staff such as cleaning staff, security, parking management and general
helpers.
An analysis of how prospect for promotion affects job performance in the fede...Alexander Decker
This document analyzes how the prospect of promotion affects job performance in federal teaching hospitals in Nigeria. It discusses an investigation of 560 health workers that found a significant relationship between staff performance and promotion opportunities. While an intense desire for promotion alone may not motivate better performance, health workers are more motivated when promotions are tied to past performance and perceived likelihood of future promotions. The document recommends that hospital management design career structures linking promotions to performance and make promotion processes as objective as possible.
Impact of qulaity human resource in health care providing industries organiza...Muhammad Asif Khan Awan
This document discusses human resource management (HRM) and its impact on organizational performance in healthcare organizations. It defines key HRM concepts and discusses how HRM functions like staffing, training, and compensation can positively influence three types of outcomes: financial outcomes, organizational outcomes like quality and efficiency, and human resource outcomes like employee satisfaction and absenteeism. The document also reviews literature linking effective HRM practices to improved patient satisfaction and healthcare delivery. It emphasizes the importance of measuring outcomes across all levels to fully understand the relationship between HRM and organizational performance.
Administrative Employees' Perception at Directorate of Health Affairs, Minist...iosrjce
Background: Many studies globally had studied employees' perception and its impact on job productivity.
Employees' perception is very crucial in evaluating performance improvement. The researchers in this study
tries to figure out factors that affect employees' performance and find out some solutions for existing problems.
Methods: This Study was conducted in Directorate of Health Affairs in Riyadh Region, KSA. A Simple random
sample was used to distribute 245 questionnaires. Questionnaire consisted of two parts, the study's statements
was measured using used five points Likart scale. The study was conducted from 15th Sep 2014 until 15th Nov
2014.
Results: The analysis of the data indicated that there was an overall satisfaction among employees with a
percentage of (62%). Financial factors were the most unsatisfactory aspects among employees followed by
training opportunities.
Conclusion: This study showed that there should be a full consideration to duties distribution and financial
incentives in addition to developmental initiatives in order to have very devoted employees.
Effects of mapalus value culture on human resources behavior and performance ...Alexander Decker
1) The study examines the influence of Mapalus culture, a traditional form of mutual cooperation in Indonesia, on human resource behavior and performance at two hospitals in Indonesia.
2) Data was collected through surveys of 125 respondents at the hospitals. Mapalus culture was found to positively influence human resource behavior and hospital management performance through principles of shared help, openness, group discipline, togetherness, and usability.
3) Human resource behavior and hospital management performance were measured based on various indicators. The results showed that Mapalus culture improved hospital management performance by influencing human resource behavior positively.
A study on patient satisfaction with special reference to government hospital...Tapasya123
In this study researchers analyse the satisfaction level of patients regard to facilities
available in government hospitals. A sample of 100 patients is taken from Pandit Brij
Sundar Shama Government General Hospital (GGH) at Bundi District in the state
of Rajasthan in India. Four dimensions of perceived quality were identified—Admission
Procedure, Diagnostic Services, Behaviour of the staff, Cleanliness. The developed
scale is used to evaluate perceived quality at a range of various types of facilities
for patients. Perceived quality at public facilities is only marginally favourable, leaving
much scope for improvement. Better staff and physician relations, interpersonal skills,
good diagnostic and cleanliness service can improve the level of satisfaction among
employees.
Keywords:
Wessex AHSN is pleased to announce the publication of a short report on the evaluation of how people feel when they experience new models of care. The report has been produced in partnership with R-Outcomes and the Centre for Implementation Science (University of Southampton) and responds to local evaluation guidance, published by NHS England in June 2017, that calls for a strengthened focus on capturing and evaluating patient and residents’ experience of transformed services.
Presentation on job satisfaction of healthcare employeYounus Khan
This document presents a study on job satisfaction of non-managerial healthcare employees in Karachi. It discusses conducting a survey of 200 employees across various hospital roles to understand how physical, psychological and environmental factors impact satisfaction. The study methodology involves collecting data through questionnaires, analyzing responses related to factors like health/safety, work responsibilities, pay and more. Results found most employees had high satisfaction in areas like health/safety and coworkers, while satisfaction was lower for job security and promotions. Recommendations include improving benefits, opportunities for growth and a supportive work environment.
This workshop will explore strategies to increase employment among people who have been chronically homeless and are disabled. Speakers will describe community partnerships and programs that increase employment skills and job opportunities.
Among other resources of organizations, Human Resource is the most critical one that makes a difference in an organization’s performance. For employees to work for an organization with interest and commitment, it is true that organizations should place an effective Human Resource Management system in practice. Sound Human Resources Management practices are essential for retaining effective professionals in Hospitals. Given the recruitment and retention reality of health workers in the twenty-first century, the role of Human Resource Management in hospitals should not be underestimated. Health care is now an upcoming field. Modern hospitals, which provide the latest medical facilities, now employ thousands of personnel including medical, paramedical and support staff.
A study on_relationship_between_work_respriyanathh
This study aimed to understand the relationship between work restructuring and job satisfaction of railway employees in Tamil Nadu. It surveyed 50 electricity workers through interviews. The study found that most employees were satisfied with benefits like increments, leave, and their employer and union activities. However, only around half were satisfied with their salary. Employees also reported good supervision, coworker relationships, and adequate transfer and loan facilities. Most suggestions were to increase worker numbers and reduce hours. In conclusion, job satisfaction was generally high but salary revisions could improve it further.
Model of Employee Performance: Competence Analysis and Motivation (Case Study...QUESTJOURNAL
This document summarizes a research study that analyzed the effects of competency and work motivation on employee performance at PT. Bank Bukopin, Tbk in Indonesia. The study found that competency and work motivation simultaneously had a significant positive impact on employee performance. Specifically, competency had a significant positive partial effect on performance, while work motivation also had a significant positive partial effect. The dimension of skills under the competency variable had the highest correlation with the productivity dimension under the performance variable. The study concluded that improving employee skills would help increase productivity according to plans and rules.
A Study on the Customer Perceptions of Quality of Services of a large hospita...Mohit Saxena
The document discusses service quality in the healthcare industry. It provides context that service quality is important for customer satisfaction, retention, and financial performance. It then reviews several frameworks for measuring service quality, including SERVQUAL and SERVPERF scales, which assess the gap between customer expectations and perceptions of service performance across key dimensions. The purpose of the study is to evaluate patients' perceptions of service quality at a large hospital in New Delhi using these standardized measurement tools.
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study that examined the impact of motivation on worker productivity among nurses at the University Teaching Hospital in Ado Ekiti, Nigeria. It reviewed literature on motivation theories and conducted a survey using questionnaires with nurses. The study found a strong relationship between motivation and productivity. It concluded that staff development programs that promote fulfillment could enhance productivity. Motivational factors like rewards and welfare packages influenced nurses' commitment levels. Regular feedback and recognition also positively influenced work. The study recommended prioritizing comprehensive staff development to boost productivity.
11.counseling and client provider interactions as related to family planning ...Alexander Decker
This document summarizes a study examining counseling and client-provider interactions related to family planning services in Nigeria. The study assessed 153 private health facilities using quality of care tools and simulated clients. Key findings include:
1) 58.8% of family planning centers greeted clients in a friendly manner, while some providers were too busy.
2) 41.2% of centers did not require prescriptions for oral contraceptives and treated them like over-the-counter drugs.
3) Most providers (76.5%) recommended follow-up appointments but lacked privacy during consultations.
This document is a thesis presented to the Graduate Faculty at the University of Akron for a Master of Science degree. The thesis assesses patient satisfaction and experience through correlation analysis and the Kano model. A sample of 100 patient satisfaction surveys from a community hospital in Northeast Ohio were obtained and analyzed. The methodology chapter discusses the Kano theory and how it compares customer expectations to customer likes. The data analysis chapter presents the results of analyzing the survey data through correlation analysis and the Kano model to quantify the effects of different service aspects on overall patient satisfaction.
Michael Pittman is a senior healthcare leader with experience in hospital administration, operations management, business development, marketing, human resources, and team development. He has over 15 years of experience leading clinical operations and quality improvement initiatives across multiple healthcare organizations. Currently, he serves as the Hospital Administrator and Chief Operations Officer at Baylor Scott & White Healthcare in Brenham, Texas, where he has achieved numerous quality awards and financial turnarounds.
Human Resource Development In Apollo Hospital MysoreAMU
HRD programs at Apollo Hospital in Mysore aim to develop employees from recruitment through their entire careers. The hospital conducts needs analyses to identify gaps between current and desired performance. This includes analyzing organizational goals, employee skills inventories, and the tasks required for each job. Training programs focus on developing the knowledge, skills, and abilities needed to perform tasks effectively. A variety of training activities are used, including competency development, new skill acquisition, career planning, and learning through social and job experiences. The goal is to promote individual growth and provide a competitive advantage through a respectful culture of continuous improvement.
The study aimed to assess the quality of nursing services provided at B. P. Koirala Institute of Health Sciences, Nepal. Data was collected using questionnaires to evaluate ward in-charges' leadership qualities, functional capabilities, nursing care status, environmental sanitation, and documentation. The results showed that ward in-charges had average leadership skills (69.2%) and managerial performance (48.28%). Nursing care status (72.32%) and documentation (73.23%) were satisfactory. Environmental sanitation was also satisfactory (65.9%). The findings indicate a need for continuous nursing education to improve leadership skills and the quality of nursing services.
Feasibility Study of Remuneration System and Employee Performance Recording B...AJHSSR Journal
Hospital management requires special attention to several aspects of management. One of them is
human resource management (HR), which is a central aspect that determines the quality of care for patients.
Human resources in hospitals are very complex, where there are various types of experts who must collaborate
to provide comprehensive services to patients. Human resources in hospitals consist of health workers (doctors,
nurses, midwives, pharmacists, laboratory analysts) while non-health human resources are also needed for
managerial and administrative management (administrative staff, medical records, accounting and
management), as well as other supporting staff such as cleaning staff, security, parking management and general
helpers.
An analysis of how prospect for promotion affects job performance in the fede...Alexander Decker
This document analyzes how the prospect of promotion affects job performance in federal teaching hospitals in Nigeria. It discusses an investigation of 560 health workers that found a significant relationship between staff performance and promotion opportunities. While an intense desire for promotion alone may not motivate better performance, health workers are more motivated when promotions are tied to past performance and perceived likelihood of future promotions. The document recommends that hospital management design career structures linking promotions to performance and make promotion processes as objective as possible.
Abstract— If job satisfaction is there in employees, work done by these employees is usually of better quality in comparison where the employees are not satisfied with their jobe. So this study to assess job satisfaction and influence of demographic variables on job satisfaction, this study was carried out on 105 doctors of teaching hospitals. Questionnaire method of data collection was adopted. Job satisfaction was measured by six domains: Organizational functioning, Interpersonal relationship, Financial incentives, Non-financial incentives, Physical facilities and Working conditions. Study observed that over all, doctors were moderately satisfied with their job. Domains such as Interpersonal relationship and Working conditions, doctors were highly satisfied, whereas rest of the domains: Organizational functioning, Financial incentives, Non-financial incentives, and Physical facilities doctors were moderately satisfied. It is important to note that even though overall satisfaction is moderate, there were few components, where doctors were highly satisfied were - Communication system between patients and doctors, Involvement in decision making in the department, Rules and regulations of the institution, relationship between the department colleagues and other department colleagues, Provision for leave encashment, reward given for research work, workload of clinical aspect and workload of teaching aspect. Age and sex both shown significant association on level of satisfaction where as experience, designation and marital status of the doctors have not shown significant association.
The Role of Compensation in Improving Work Motivation and Employee Performanc...AJHSSR Journal
ABSTRACT : The purposes of tis study is to investigate the role of compensation in improving work
motivation and employee performance at RSUD Madiun. Qualitative research methods were used to gain an indepth understanding of the impact of compensation on employee work motivation and performance. Data was
collected through in-depth interviews with employees of RSUD Madiun, and content analysis was used to
analyze the data. The results showed that compensation has a significant role in improving work motivation and
employee performance. Compensation that is fair and in line with employee contributions can encourage
intrinsic and extrinsic motivation, which in turn improves employee performance. An in-depth discussion was
conducted to illustrate the relationship between compensation, work motivation, and employee performance.
The conclusion of this study is the importance of good compensation management in creating a work
environment that motivates and supports improved employee performance.
KEYWORDS ::Compensation, Motivation, Performance, Employee
Head nurses ' job demands and resources and its relationship withAlexander Decker
The document discusses a study that examined the relationship between head nurses' job demands and resources, and their level of work engagement. A descriptive correlation design was used to study 179 head nurses across four hospitals. Three tools were used to measure job demands, job resources, and work engagement. The results found a statistically significant correlation between head nurses' job demands-resources and their work engagement. Specifically, job resources like performance feedback, growth opportunities, organizational support, and job control were predictors of higher work engagement. The study concluded that providing head nurses with adequate job resources is important for promoting their work engagement.
This systematic review examined 31 studies on how trust relationships influence health worker motivation. The studies showed that workplace trust relationships with colleagues, supervisors, managers, employing organizations and patients directly and indirectly influence health worker motivation. Specific motivational factors linked to trust included respect, recognition, supervision, teamwork, management support, autonomy, communication, and adequate staffing and resources. The evidence indicates that workplace trust encourages cooperation and social interactions among health workers and impacts their intrinsic motivation, with consequences for retention, performance and quality of care.
This document provides a summary of a research report on job satisfaction among non-managerial healthcare employees in Karachi, Pakistan. The report includes 5 chapters that cover an introduction, literature review, methodology, data analysis and presentation, and conclusions and recommendations. The introduction defines the research problem around absenteeism rates and identifies the objective of studying how physical, psychological and environmental factors impact job satisfaction. The literature review discusses previous research and theories of job satisfaction. The methodology chapter describes how the study was conducted, including the population, sample, data collection and analysis methods.
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1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org Volume 3 Issue 7 ǁ July. 2014 ǁ PP.49-53
www.ijbmi.org 49 | Page
The Effect of Compensation on the Psychological Well-Being,
Work Engagement and Individual Performance (Case Study on
The Nurses Of Private Hospitals In South Borneo, Indonesia)
Hairudinor1
1
(Department of Social and Politic Sciences, LambungMangkuratUniversity, Indonesia)
ABSTRACT: The fast growing number of hospitals in Indonesia are good for people to have health services
and the hospitals are challenged to give the best service to the people through good performance of the
employees including the nurses. In order to keep business keeps going on, some resources are needed such as
financial supportsand quality of the employees. This study aims to describe and to analyze the effect of
compensation on psychological well-being,work engagement, and performance of nurses in private hospitals.
Sample of 216 respondents was taken witharea proportional random sampling at nine hospitals which spread
out on four districts/cities in South Borneo (Banjarmasin, Banjarbaru, Kandangan and Tanjung). The data was
collected through questionnaires and direct interviews. Statistical analysis of the data are conducted using
GSCA (Generalized Structured Component Analysis) which are more preferred for analyzing the relationship of
latent variables such as attitudes or behaviors. The result shows that compensation has significant effect on
psychological well-being,work engagement and performance.It is recommendedfor private hospitals in South
Borneo to make compensation on favor both nurses and hospital to improve work engagement and performance.
KEYWORDS: Compensation, Nurse, Performance, Psychological Well-Being, Work Engagement.
I. INTRODUCTION
The number of hospitals in Indonesia has developed quite rapidly based on the increasing number for
both government and private hospitals. There are 1,523 and 1,668 hospitals in 2010 and 2011 respectively [1].
Since there are large numbers of hospital, the health services are easily enabled for people to obtain, hence the
hospitals are challenged to compete in maintaining good performance in order to provide the best service to the
community. Based on the performance, there are 870 hospitals have not received the accreditation yet from
Ministry of Health of the Republic of Indonesia where 50% of them are government hospitals and another 50%
are private hospitals [1].Since there are still a lot of hospitals that have not been accredited, which means their
services are still below the expected standards, then the members of parliament criticized this poor phenomenon
[2]. The poor performance is attributed to the lack of competence and individual behavior which can be caused
by some factors, such as the lack of support from hospital to encourage the employees to work accordingly by
the given standards. Meanwhile the hospitals hoped that the parliament and the provincial government always
be able to provide the required financial support for the operations and improving the public health.
Nowadays, the managements of the hospital aware that hospital as a social institution has more
difficulties and challenges than the previous era. Environmental changes and demands of globalization are
among factors that led to the hospital’s managements that should be carried out with a strong management with
the attention to the financial aspects. Another change is in the form of owner of resources, which then the
hospital is an institution with a resource-intensive and now the hospital is an institution with solid capital
resources and solid expertise.South Borneo Province is one of the provinces which the spread of private
hospitals is still not evenly distributed, since they only operate in 4 cities/districts instead of all 13 cities/districts
that are located in South Borneo. From the observational research, we found that some private hospitals has no
longer in operation, so there are only 12 existing private hospitals left and only 9 hospitals that can be the object
of the study, this is due to two hospitals were closed and one hospital only has 1 nurse who also act as midwife.
The employees will be motivated to work and be able to show a good performance if the compensation from the
company (hospital) is satisfied them based on the fairness principals; hence there will be no jealousy between
employees that can jeopardize their performance [3].Also, the fair compensation can affect the work
engagement of the employees that can endure to their job because they feel the work environment is conducive.
Financial compensation also gives an impact on the psychological well-being of the employees since it
influenced by financial pressures [4].
2. The Effect Of Compensation On The Psychological…
www.ijbmi.org 50 | Page
The unclear financial condition may affect psychological well-being of a person. Therefore, it is necessary to
establish a good financial plan so the employees will have a clear future financial projection [5].Furthermore,
psychological well-being will have an impact on employee performance, because employees with psychological
well-being will have a good concept of self-acceptance, positive relationships with others, and able to control
the situation well. It was revealed that the psychological well-being is affected by the practices of human
resource management and will have an impact on performance [6].The goals of this research are to analyze and
to explain the effect of compensation on the psychological well-being, work engagement and performance, to
analyze and to explain the effect of work engagement on performance, and to analyze and to explain the
influence of psychological well-being on performance.
II. RESEARCH METHOD
This research was conducted by survey method to have primary data which are obtained directly from
the original source through questionnaire to measure the attitude or behavior of the respondents. And this
method requires direct relationship (direct contacts) between the researchers and subjects (respondents) who are
private hospital’s nurses in the province of South Borneo. The secondary data is also used to obtain nurses
personal information related to this research.This research is also referred as an explanatory research since the
goal is to explain the causality or cause-effect between variables through hypothesis testing. Similarly, this study
is conclusive research [7] because it meets the following characteristics, which are 1) the goal is to examine
hypotheses about the influence of the studied variables and 2) necessary information is clearly defined, and the
definition is clearly stated in the questionnaire.The 216 nurses of sample is randomly selected from 471 nurses
of population who was observed in 9 private hospitals in South Borneo province with a minimum criterion that
they have been working at the hospital for at least 1 year using area proportional random sampling.The variables
used in this study consist of the exogenous variable (financial compensation) and endogenous variables (work
engagement, psychological well-being and individual performance) as described in Figure 1.
Figure 1: Research Model
Compensation is rewards in the form of money or benefits for employees. The indicators of
compensation are financial compensation (salaries, incentives, commissions, health insurance, sick
leave/pregnancy, pension payments) and non-financial compensation (assignment of responsibilities, gain
recognition, and the chance of promotion).Work engagement is a working attitude which indicates that the
subordinates continue having a passion in working with high dedication so the job completion can be passed
with enjoyment. The indicators of this variable are vigor, dedication and absorption. Vigor is defined as the act
with enthusiasm, and willingness to give effort in one's work and to show consistency in the face of adversity.
Dedication is indicated by the presence of a sense of interest, enthusiasm, inspiration and pride. And absorption
is indicated by the presence of a deep preoccupation shown by someone on the job, which is when someone
found it difficult to break away from the job as time passed.Psychological well-being is a person's confidence to
evaluate him well, ability to establish good relationships with others, and have ability to feel the meaning and
purpose of life. The indicators for this variable are self-acceptance (the ability to see and to evaluate them well
in terms of strengths and weaknesses), positive relations with others and purpose in life.
Compensation
(X1)
Psychological
Well-being (Y1)
Work Engagement
(Y2)
Performance
(Y3)
3. The Effect Of Compensation On The Psychological…
www.ijbmi.org 51 | Page
Performance is the maximum capacity generated by the employee in completing the task in accordance
with the level of achievement quantity, the quantity specified, and can complete the work within the time
available. Indicators in this performance are the quantity of results, the quality of the results and timeliness of
results.
III. ANALYSIS OF DATA
Validity and reliability analysis was conducted to ensure the valid indicators and the reliable instrument
will be used. Then the Generalized Structured Component Analysis (GSCA) is employed to analyze the
relationship of those variables since they are latent variables with some indicators in order to obtain estimates of
path coefficients more accurately [8] using GeSCA software package.
Table 1.Goodness of Fit Model
FIT 0.642
GFI 0.976
SRMR 0.119
Table 1 show the value of FIT is 0.642. It indicates the total variance of all variables explained by
particular model specification is 64.2% (Figure 1). From GFI value of 0.976, it indicates the total variance
explained by all variables and their indicators and items is 97.6%. And SRMR of 0.119 means there’s only
about 11.9% the difference between error and prediction. From 3 indexes above, it can be said that the model is
sufficient enough to describe the phenomenon about performance of the nurses in private hospitals in South
Borneo.
Table 2.Path coefficients estimation
Path Estimate SE T
Compensation ->Psychological Well-being 0.498 0.063 7.94*
Compensation ->Work Engagement 0.560 0.006 92.18*
Compensation ->Performance 0.224 0.014 16.52*
Psychological Well-being -> Performance 0.370 0.060 6.18*
Work Engagement -> Performance 0.214 0.029 7.51*
*) Significant at 5% level
From Table 2 we can see that all paths (estimates) are significant or different from zero. It means that
the exogenous variables really affect the endogenous ones.
0.214
0.370
0.224
0.560
0.498
Compensation
(X1)
Psychological
Well-being (Y1)
Work Engagement
(Y2)
Performance
(Y3)
4. The Effect Of Compensation On The Psychological…
www.ijbmi.org 52 | Page
IV. RESULTS &DISCUSSIONS
The results prove the significant effect from compensation (X1) towards Psychological Well-Being
(Y1) of private hospital’s nurses. It shows that the level of compensation will have an impact on nurses’
psychological happiness. Nurses who work with realizing their own strength and weakness in doing the work,
will measure the compensation they would get. From the interview with nurses, they admit that they work not
only because of the compensation they will receive, but there are other things that encourage them to work as
nurse. But they also realize that the increase in the living cost over time, like household expenses and education
becomes basic needs to make them think how to obtain more compensation with the work they do. Although
they considered that the amount of compensation can affect their psychological happiness, but nurses do not
acknowledge compensation as something that should be top of priority in achieving psychological happiness.
From the interview, the nurses clarify that they even gladly accepted the low salary. To have opportunity to help
others is something happier for most nurses. Even if the compensation received is not too big, they can’t just
decide to move to another hospital because it quite difficult finding a new job. This has affected the attitude to
accept the current condition, rather than speculate to sign up to another hospital in the hope of obtaining greater
compensation but having the risk to become unemployment for quite a long time.
Work engagement (Y2) is significantly affected by compensation (X1). With high motivation to carry
out the job and a willingness to collaborate with colleagues in completing the work, organization or company
would get benefit from some programs completion. Therefore, the company will pay more attention to and
review the compensation policy for the better. It is natural that organizations that have qualified human
resources will be faster in achieving progress. Progress organizations can also be felt by employees with
increased revenue. Subordinates who have high morale in the work, does not make the amount of compensation
as the primary goal, but the spirit itself will be difficult to sustain if the organization’s achievement does not
linearly affected to employees’ prosperity, then slowly but surely the spirit will decrease, if the employees aware
the presence of injustice in compensation. These findings support the statement of that the total remuneration
structure, policies and programs can influence employees’ engagement (work engagement) [9]. And the
increasing of salary also has a moderate positive effect with employees’ engagement.
Compensation (X1) significantly affects performance (Y3). Through the interview,the nurses have
committed that their profession is regarded as a noble work which contains a high human values and the
importance of loyalty to the organization is always kept high in order to keep the hospital in operation since the
private hospitals are run independently without government’s support in contrast of the government (general)
hospitals. Other information that supports the findings of the study is that the work as a nurse has a worship
value due to saving lives; this statement can be understood considering the South Borneo Province is one of the
provinces that have a fairly high religious value. Another explanation given by the characteristic of respondents,
which is 64.8% female and 56.0% of nurses are already married. They perceive that the work is to help the
husband, not to get the main income for the family spends. That’s why the compensation’s effect to performance
is smaller than the effect to other variables.
The psychological well-being (Y1) also significantly affects the performance (Y3) of the nurses. This
result supportsthe statements which said there is positive influence frompsychological happiness towards
performance. The better psychological well-being will improve employees’performance. Furthermore, there are
two approaches to investigate the influence of psychological well-being and performance. The first approach is
characterized by studies that have examined the direct role of psychological well-being in job performance. The
second is marked by the studies that have examined the performance as a consequence of the conditions of
employment or stress on the job. It is assumed to be associated with lack of prosperity [10]. The conditions of
employment includeless autonomy at work, too many demands, role ambiguity, role conflict and lack of social
contact and support. So it can be assumed that poor psychological well-being causes poor
performance.Performance is also significantly affected by work engagement. It can be said that high employees’
involvement in carrying out the work will have a positive impact on the performance of nurses and vice versa.
This result supports the research that stated that there is a significant influence from work engagement towards
performance. Work Engagement is seen as an attitude with high spirit, dedication, and has a high absorption
power needed for performance improvement. Furthermore,it said that the energy level and mental resilience in
working, the willingness to invest effort in one's work and persistence to handle difficulties is also included in
the description of work engagement. Dedication refers to involvement in work, experiencing a sense of
importance, enthusiasm, inspiration, pride, and challenging work. Finally, absorption is characterized by fully
concentrated and happily engrossed in one's work, where time passes quickly [11].