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.
Ultimately there is a proven and undeniable correlation between high employee satisfaction and a positive patient experiencing. High job satisfaction also results in positive workplace outcomes. A positive healthcare employee experience results in more effort, better work, and worker retention.
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.
Grievance Management _ human Resource management Shivam Gupta
Grievance Management . subject human resource management. Helpful in understanding the employee conflicts with management. Presented by marketing management student managers of Sri Balaji Society
Job satisfaction is how content an individual is with his or her job.Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.
Ultimately there is a proven and undeniable correlation between high employee satisfaction and a positive patient experiencing. High job satisfaction also results in positive workplace outcomes. A positive healthcare employee experience results in more effort, better work, and worker retention.
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.
Grievance Management _ human Resource management Shivam Gupta
Grievance Management . subject human resource management. Helpful in understanding the employee conflicts with management. Presented by marketing management student managers of Sri Balaji Society
Job satisfaction is how content an individual is with his or her job.Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction.
Role of HR in Health Care Services in context to Gujarat
1. Overview of Health Care in Gujarat
2. What is HRM?
3. Major HRM Challenges & Opportunities
4. Quality Certifications & Authority
Grievance procedure is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization.
Role of HR in Health Care Services in context to Gujarat
1. Overview of Health Care in Gujarat
2. What is HRM?
3. Major HRM Challenges & Opportunities
4. Quality Certifications & Authority
Grievance procedure is a formal communication between an employee and the management designed for the settlement of a grievance. The grievance procedures differ from organization to organization.
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.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
The Implementation and Sustenance of Employee Wellness and Ill-Health Prevent...inventionjournals
Several work days are lost in organizations due to job accidents. Previous studies have focused on organizational productivity leaving out the employee wellness and ill-health prevention in Organizations. This study investigated the implementation of employee wellness and ill-health prevention in Organizations. The study was done in Mumias Sugar Company. It was taken as a case to represent the other organizations since it is the largest sugar company in Kenya which has to an extent shown indications of implementation of employee wellness and ill-health prevention. The study was guided by the systems theory of accident causation. The descriptive survey design and the conceptual framework depicting the implementation and sustenance of employee wellness and ill-health prevention in Organizations and Purposive and simple random sampling techniques were used. Primary data was collected using questionnaires and secondary data got from the internet and libraries. Validity tests were done through test-retest. The collected data was analyzed and presented in forms of graphs and tables. The study may be beneficial to scholars and other stakeholders in the production industry. The study established that the employees were taken through the employee wellness and illhealth prevention trainings in Mumias Sugar Company. All Organizations need to ensure that their workers are working in a safe environment so as to have a comfortable workforce that will realize productivity and profitability in the firm
The importance of employee satisfaction and work
motivation is growing all the time in the companies. Many
researchers have been made to find out the effect the job
satisfaction and motivation have in the productivity of the
company. This paper is about the employee satisfaction in a
Pharmaceutical company in India. This paper wanted to find out
in practice what the level of employee satisfaction in a company is.
After the target organization had been found, the research
question will composed: what is the level of employee satisfaction
in. The main subjects will be leadership and motivation, and the
affect they have on employee satisfaction. To find out the results
for the research, questionnaires will be delivering to the
employees, in the company. The purpose of this kind of research
is to find out which factors could be improved in the target
company and how to make employees enjoy their work every day.
The importance of employee satisfaction and work motivation is growing all the time in the companies. Many researchers have been made to find out the effect the job satisfaction and motivation have in the productivity of the company. This paper is about the employee satisfaction in a Pharmaceutical company in India. This paper wanted to find out in practice what the level of employee satisfaction in a company is. After the target organization had been found, the research question will composed: what is the level of employee satisfaction in. The main subjects will be leadership and motivation, and the affect they have on employee satisfaction. To find out the results for the research, questionnaires will be delivering to the employees, in the company. The purpose of this kind of research is to find out which factors could be improved in the target company and how to make employees enjoy their work every day.
Keywords- employee satisfaction, work motivation, leadership, Expectation, Wages.
According to a recent EIU survey, nearly 70% of execs say that they consider their organisation's wellness programme to be cost effective. But how is success measured?
'Measuring wellness: From data to insights' is an EIU report sponsored by Humana, which explores the measurement of wellness schemes and uncovers the obstacles to participation and data sharing. Find out more>> bit.ly/MWell1
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.
Over the last 10 years, the evidence base about the factors that influence recovery and return to work has grown substantially. The workplace is the single greatest influence on return to work outcomes. Workplace factors are more influential than scheme factors, case/claims management and individual/personal factors. The evidence about modifiable psychosocial factors, in particular, provides opportunities for workplaces to improve outcomes for work injuries and reduce associated costs.
Dr Sharman's presentation focussed on practical evidence-based interventions that are under the control of the workplace, including return to work planning, initial injury responses, quality interactions and relationships with supervisors, return to work coordinators and colleagues and the improvement in injury management knowledge and leadership for senior managers.
Evidence-Based Management
Resources
Evidence-Based Management Scoring Guide
.
APA Refresher
.
Based on the feedback obtained in Unit 9 on your project draft, revise your project as needed. Submit your final project in this assignment. Review the Evidence-Based Management course project description prior to submitting to ensure you understand the and meet the grading criteria for this assignment.
Course Project:
Units with response feedback for Final Project:
Unit 4
-
How does the organization curb high employee turnover?
The organization has been hiring administrators, but the number of those quitting is more than the retention rate. This is referred to as employee turnover. It has been described as the percentage of employees who leave the organization and the new ones are hired. The goal of any efficient organization is to reduce employee turnover as it hurts any organization’s bottom line (Lee, 2012). This is because research has indicated that it costs twice as more to train a new employee than to retain a current one. High turnover can also negatively impact other employees’ motivation.
To achieve this goal, the healthcare organization needs to be aware of the different strategies to avert this trend. First, the organization needs to hire the right individuals from the start. This is the single best method of averting staff turnover (Lee, 2012). Candidate should be interviewed and vetted carefully so as to ensure they possess the right skillset that will fit into the company culture. The organization should also set the right benefits and compensation structure as incentives to employees. Such information can be obtained by the human resources department getting current industry data on various industry pay packages. They can also get creative when necessary such as implementing flexible bonus structures and work schedules. HR can obtain this information from the internet or surveys conducted by other interested parties.
Once the relevant data and information are obtained, the organization can use it to devise strategies to curb the high employee turnover. Such data can be used to implement ways of bolstering employees’ engagement (Sheridan, 2014). This is because employees are motivated by healthy social interaction and a more rewarding work environment. The data will also be useful in reviewing the employees’ compensation and benefits package paying attention to the trends in the industry.
The stakeholders in this exercise will be the healthcare institution’s management and its employees. This is because they are directly affected by the high staff turnover. The management has to incur the costs of replacing and training new staff members while the staff are demotivated when their colleagues constantly quit (Lee, 2012). Controlling staff turnover is not an easy task, but the health care facility has made great strides. Currently, there are fewer employees quitting their jobs as a result of additional incentives. Such i.
Antibiotic Stewardship by Anushri Srivastava.pptxAnushriSrivastav
Stewardship is the act of taking good care of something.
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
WHO launched the Global Antimicrobial Resistance and Use Surveillance System (GLASS) in 2015 to fill knowledge gaps and inform strategies at all levels.
ACCORDING TO apic.org,
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
ACCORDING TO pewtrusts.org,
Antibiotic stewardship refers to efforts in doctors’ offices, hospitals, long term care facilities, and other health care settings to ensure that antibiotics are used only when necessary and appropriate
According to WHO,
Antimicrobial stewardship is a systematic approach to educate and support health care professionals to follow evidence-based guidelines for prescribing and administering antimicrobials
In 1996, John McGowan and Dale Gerding first applied the term antimicrobial stewardship, where they suggested a causal association between antimicrobial agent use and resistance. They also focused on the urgency of large-scale controlled trials of antimicrobial-use regulation employing sophisticated epidemiologic methods, molecular typing, and precise resistance mechanism analysis.
Antimicrobial Stewardship(AMS) refers to the optimal selection, dosing, and duration of antimicrobial treatment resulting in the best clinical outcome with minimal side effects to the patients and minimal impact on subsequent resistance.
According to the 2019 report, in the US, more than 2.8 million antibiotic-resistant infections occur each year, and more than 35000 people die. In addition to this, it also mentioned that 223,900 cases of Clostridoides difficile occurred in 2017, of which 12800 people died. The report did not include viruses or parasites
VISION
Being proactive
Supporting optimal animal and human health
Exploring ways to reduce overall use of antimicrobials
Using the drugs that prevent and treat disease by killing microscopic organisms in a responsible way
GOAL
to prevent the generation and spread of antimicrobial resistance (AMR). Doing so will preserve the effectiveness of these drugs in animals and humans for years to come.
being to preserve human and animal health and the effectiveness of antimicrobial medications.
to implement a multidisciplinary approach in assembling a stewardship team to include an infectious disease physician, a clinical pharmacist with infectious diseases training, infection preventionist, and a close collaboration with the staff in the clinical microbiology laboratory
to prevent antimicrobial overuse, misuse and abuse.
to minimize the developme
Defecation
Normal defecation begins with movement in the left colon, moving stool toward the anus. When stool reaches the rectum, the distention causes relaxation of the internal sphincter and an awareness of the need to defecate. At the time of defecation, the external sphincter relaxes, and abdominal muscles contract, increasing intrarectal pressure and forcing the stool out
The Valsalva maneuver exerts pressure to expel faeces through a voluntary contraction of the abdominal muscles while maintaining forced expiration against a closed airway. Patients with cardiovascular disease, glaucoma, increased intracranial pressure, or a new surgical wound are at greater risk for cardiac dysrhythmias and elevated blood pressure with the Valsalva maneuver and need to avoid straining to pass the stool.
Normal defecation is painless, resulting in passage of soft, formed stool
CONSTIPATION
Constipation is a symptom, not a disease. Improper diet, reduced fluid intake, lack of exercise, and certain medications can cause constipation. For example, patients receiving opiates for pain after surgery often require a stool softener or laxative to prevent constipation. The signs of constipation include infrequent bowel movements (less than every 3 days), difficulty passing stools, excessive straining, inability to defecate at will, and hard feaces
IMPACTION
Fecal impaction results from unrelieved constipation. It is a collection of hardened feces wedged in the rectum that a person cannot expel. In cases of severe impaction the mass extends up into the sigmoid colon.
DIARRHEA
Diarrhea is an increase in the number of stools and the passage of liquid, unformed feces. It is associated with disorders affecting digestion, absorption, and secretion in the GI tract. Intestinal contents pass through the small and large intestine too quickly to allow for the usual absorption of fluid and nutrients. Irritation within the colon results in increased mucus secretion. As a result, feces become watery, and the patient is unable to control the urge to defecate. Normally an anal bag is safe and effective in long-term treatment of patients with fecal incontinence at home, in hospice, or in the hospital. Fecal incontinence is expensive and a potentially dangerous condition in terms of contamination and risk of skin ulceration
HEMORRHOIDS
Hemorrhoids are dilated, engorged veins in the lining of the rectum. They are either external or internal.
FLATULENCE
As gas accumulates in the lumen of the intestines, the bowel wall stretches and distends (flatulence). It is a common cause of abdominal fullness, pain, and cramping. Normally intestinal gas escapes through the mouth (belching) or the anus (passing of flatus)
FECAL INCONTINENCE
Fecal incontinence is the inability to control passage of feces and gas from the anus. Incontinence harms a patient’s body image
PREPARATION AND GIVING OF LAXATIVESACCORDING TO POTTER AND PERRY,
An enema is the instillation of a solution into the rectum and sig
India Clinical Trials Market: Industry Size and Growth Trends [2030] Analyzed...Kumar Satyam
According to TechSci Research report, "India Clinical Trials Market- By Region, Competition, Forecast & Opportunities, 2030F," the India Clinical Trials Market was valued at USD 2.05 billion in 2024 and is projected to grow at a compound annual growth rate (CAGR) of 8.64% through 2030. The market is driven by a variety of factors, making India an attractive destination for pharmaceutical companies and researchers. India's vast and diverse patient population, cost-effective operational environment, and a large pool of skilled medical professionals contribute significantly to the market's growth. Additionally, increasing government support in streamlining regulations and the growing prevalence of lifestyle diseases further propel the clinical trials market.
Growing Prevalence of Lifestyle Diseases
The rising incidence of lifestyle diseases such as diabetes, cardiovascular diseases, and cancer is a major trend driving the clinical trials market in India. These conditions necessitate the development and testing of new treatment methods, creating a robust demand for clinical trials. The increasing burden of these diseases highlights the need for innovative therapies and underscores the importance of India as a key player in global clinical research.
Global launch of the Healthy Ageing and Prevention Index 2nd wave – alongside...ILC- UK
The Healthy Ageing and Prevention Index is an online tool created by ILC that ranks countries on six metrics including, life span, health span, work span, income, environmental performance, and happiness. The Index helps us understand how well countries have adapted to longevity and inform decision makers on what must be done to maximise the economic benefits that comes with living well for longer.
Alongside the 77th World Health Assembly in Geneva on 28 May 2024, we launched the second version of our Index, allowing us to track progress and give new insights into what needs to be done to keep populations healthier for longer.
The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
Dr Shyam Bishen, Head, Centre for Health and Healthcare and Member of the Executive Committee, World Economic Forum
Dr Karin Tegmark Wisell, Director General, Public Health Agency of Sweden
Telehealth Psychology Building Trust with Clients.pptxThe Harvest Clinic
Telehealth psychology is a digital approach that offers psychological services and mental health care to clients remotely, using technologies like video conferencing, phone calls, text messaging, and mobile apps for communication.
Navigating Challenges: Mental Health, Legislation, and the Prison System in B...Guillermo Rivera
This conference will delve into the intricate intersections between mental health, legal frameworks, and the prison system in Bolivia. It aims to provide a comprehensive overview of the current challenges faced by mental health professionals working within the legislative and correctional landscapes. Topics of discussion will include the prevalence and impact of mental health issues among the incarcerated population, the effectiveness of existing mental health policies and legislation, and potential reforms to enhance the mental health support system within prisons.
CHAPTER 1 SEMESTER V PREVENTIVE-PEDIATRICS.pdfSachin Sharma
This content provides an overview of preventive pediatrics. It defines preventive pediatrics as preventing disease and promoting children's physical, mental, and social well-being to achieve positive health. It discusses antenatal, postnatal, and social preventive pediatrics. It also covers various child health programs like immunization, breastfeeding, ICDS, and the roles of organizations like WHO, UNICEF, and nurses in preventive pediatrics.
Presentation on job satisfaction of healthcare employe
1. Presentation on
Job satisfaction of non-managerial
employees of health care sector
In Karachi
Muhammad younus
Student MBA 13.D
Health care Management
Indus University Karachi
(Younuscp79@yahoo.com)
2. Background of the study
1-Study base on research of job satisfaction of non-managerial employees of health
Care who are working in different hospitals of Karachi
2-Study base on physical. Psychological and environmental factors
3- 200 sample of employee were selected for study purpose
Problem Identification,
How do physical, psychological & environmental factors impact on job satisfaction of non- managerial
employees?
3. Health is fundamental to 21st century healthcare and shares the same overall goals as the Public rest of
the health care system - reducing premature death and minimizing the effects of disease, disability, and
injury. After all, the main intent of public health is to promote a healthier population
Significance of the Study,
4. 1.5 Front line providers:
Front line public health providers are public health staff who have post-secondary education and experience in the
field of public health. Front line providers have sufficient relevant experience to work independently, with minimal
supervision. Front line providers carry out the bulk of day-to-day tasks in the public health sector. They work directly
with clients, including individuals, families, groups and communities. Responsibilities may include information
collection and analysis, fieldwork, program planning, outreach activities, program and service delivery, and other
organizational tasks. Examples of front line providers are health provider nurses, OT and diagnostic technician,
public health dieticians, dental hygienists and health promoters helpers (ETC)
5. Organization of the Study,
The following report consist of five chapters;
Introduction,
Literature Review,
Methodology,
Data Presentation & Analysis
Conclusion & Recommendations
6. Under Introduction,
it has given a detailed introduction to the scope of the health care and has identified the problem which will
be treated under the research. Also, it has studies and understood the significance of the study to health care
services by explaining its importance.
7. Under Literature Review,
It addresses the theoretical background behind the study and describes what are the factors affected the job
satisfaction, outcomes of satisfaction and previous researches related to the job satisfaction
8. Under Methodology,
Data Presentation & Analysis, it describes the methodology used in analyzing job satisfaction,
research results presentation and analysis. Through this chapter anyone can get vast knowledge
about how psychological factors, physical factors and environmental factors influence to the job
satisfaction and dissatisfaction
9. Data analysis
part will be divided in to two sections. First part will deploy to analyze
and present general and demographic information. Second part will
deploy to analyze employee response with respect to each factor. It is
clarifies each factor’s relative importance and position among all factors.
11. Literature Review
Job Satisfaction
A Hawthorne study was the one of biggest study of job satisfaction. This study (1924 -1933) was conducted by the
Elton Mayo of the Harvard Business School to find out the effect of various conditions of worker’s productivity. These
studies ultimately showed that novel changes in work conditions temporarily increase productivity. It is called the
Hawthorne Effects. This finding provided strong evidence that people work for purposes other than pay, which paved
the way for researchers to investigate other factors in job satisfaction.
12. Maslow’s hierarchy of needs theory
Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This
theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs,
self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could
develop job satisfaction theories.
Dimensions of Job Satisfaction,
According to the Luthan 2002, there are three generally accepted dimensions of job satisfaction.
1. Job satisfaction is an emotional response to a job situation.
2. Job satisfaction is often determined by how well outcomes meet or exceed expectations. For example, if organizational
participants feel that they are working much harder than others in the same organization, but are receiving fewer rewards, they
will probably have a negative attitude towards the work.
3. Job satisfaction represent several attitudes, they are:
a. Payments
13. This study covers a sample of 200 employees selected at randomly out of employees of the different hospitals
At Karachi . All employees selected randomly and all of them represented the different departments who sewing as
Staff Nurse .Operation theatre Technician Diagnostic technician (lab ray, MRI, CT scan and dialysis) . Reception
and Helpers As well as all of employees were non managerial level.
Data analysis part will be divided in to two sections. First part will deploy to analyze and present general and
demographic information. Second part will deploy to analyze employee response with respect to each factor. It is
clarifies each factor’s relative importance and position among all factors. .
Data Analysis & Data Presentation,
14. Questionnaire for job satisfaction of non-managerial employees
Of health care sector
5 .Are you satisfied over health and safety measures of
the organization?
(Quality of the equipments, awareness for preventing
accidents, level of health and sanitary facilities)
6 Are the work load and responsibilities allocated fair
and equally distributed?
(freedom given by the company to plan your job, Job
responsibilities, Salary and responsibilities)
7 What is your attitude towards the current job
security?
(Social factors, Other jobs, Job security)
8 Are you satisfied over the existing promotion
strategies?
(Performance evaluation, Opportunities for promotions)
9 Do you think the payments made are at satisfactory
level?
(Salary, Basic needs, Knowledge, skills & abilities,
Performance evaluation)
15. Designation Total Employees No. of Sample % from the Total
Staff nurse 600 100 50%
OT Technician 240 40 20%
Diagnostic tech 240 40 20%
Receptionists 20 05 2%
Helpers 100 15 7%
Total employee 1200 200
Sample Employee Allocation
In evaluating, each employee will be questioned through questionnaires
for their current job satisfaction level, those factors which have
influenced their job satisfaction currently, those factors which could
positively/ negatively affect the current satisfaction level potentially and
etc.
16. Psychological Factors
Employee Attitudes towards Health & Safety
Level No of Employees %
High 192 96%
Moderate 08 6%
Low 00 0%
Total 200 100%
According to the collected data, 192 employees had high attitudes towards health
and safety and they represented 96% of the total sample. There are 8 employees
who had moderate attitudes and represented 4% of the total sample. No employees
seem to have low attitude on health & safety of the organization.
17. Employee Attitudes towards the Working Responsibility
Table 4.8: Working responsibility data grid
Work responsibility denotes employee attitude towards work
performed. According to summarized data, 168 employees had
high level attitudes with work responsibility and they represent
84% of the total sample. There are 12 employees were moderate
level and 20
employees were low level attitudes towards the working
responsibility. They were represent 6% and 10% accordingly of
the total samples
Level No of Employees %
High 168 84%
Moderate 12 6%
Low 20 10%
Total 200 100%
18. Employee Attitudes towards the Job Security
Job security data grid
Level No of Employees %
High 124 62%
Moderate 28 14%
Low 48 24%
Total 200 100%
According to collected data, 124 employees had high attitudes with the
job security and they represented 62% of the total sample. 28 employees
were moderate and it represents 14%of the total sample. Out of the
sample, 48 employees had low attitude with job security and they
represented 24% of the total sample
19. Employee Attitudes toward the Promotion
Promotion data grid
Level No of Employees %
High 120 60%
Moderate 24 12%
Low 56 28%
Total 200 100%
According to collected data,120 employees had high attitudes towards promotions
and they represented 60% of the total sample. There are 24 moderate employee
attitudes about promotion sand where they represent 12% of the sample. 56
employees had low attitudes about promotions and representing 28% of the total
sample.
20. Physical Factors
4.4.1 Employee Attitudes towards the Payments
Level No of Employees %
High 140 70%
Moderate 16 8%
Low 44 22%
Total 200 100%
This component indicates employee attitude towards the payments scheme.
According to collected data, 140 employees had high attitudes and they represent
70% of the total sample. Out of the sample, 16 employees were moderate and
representing 8% of the sample.44 employees had low attitudes and they represent
22% of the total sample.
21. Employee Attitudes toward the Co-workers
Level No of Employees %
High 188 94%
Moderate 04 2%
Low 08 4%
Total 200 100%
According to collected data, 188 employees had high attitudes towards their co-
workers and they represented 94% of the total sample. There is 04 moderate
employee and who represents 2% of the total sample. In the third category, 08
employees had low attitudes were they represent 4% of the total sample.
22. Employee Attitudes towards the Welfare Service
Level No of Employees %
High 144 72%
Moderate 24 12%
Low 32 16%
Total 200 100%
This component indicate that employee attitudes towards the welfare service
provided by the company. According to the collected data 144 employees
were high attitudes and they represent -72% of the total sample. Out of the
sample 24 employees were moderate attitudes and they represents 12% of
the sample. 32 employees were low attitudes and they represent 16% of the
total sample
23. Employee Attitudes towards Using Employee Skills and Abilities
Level No of Employees %
High 132 66%
Moderate 24 12%
Low 44 22%
Total 200 100%
According to collected data,132 employees had high attitudes towards using
employee skills and abilities where they represent 66% of the total sample. 24
employees were moderate and represent 12% of the total sample. Out of the
sample,44 employees had low attitudes and they represent 22% of the total sample
24. Environmental Factors
Employee Attitudes towards the good working environment
Level No of Employees %
High 168 84%
Moderate 16 8%
Low 16 8%
Total 200 100%
This component represents those employee attitudes towards good
working environment. In that situation,168 employees had high
attitudes and represent 84% of the total sample. Out of the sample, 16
employees were moderate and other 16 employees had low attitudes
where each represents 16% of the total sample.
25. Employee Attitudes towards the Organizational Style and
Culture
Level No of Employees %
High 168 84%
Moderate 08 4%
Low 24 12%
Total 200 100%
According to collected data,168 employees had high level attitudes and represent
84% of the total sample. 08 employees moderate and they represent 4%. Out of the
sample, 24 employees had low attitudes about the organizational style and culture
and they represent 12% of the sample
26. Recommendations,
The findings of this study indicate that psychological, physical, and environmental factors are affected
to the job satisfaction of non-managerial level employees of health sector in Karachi. But those factors
are not strongly affected to their job satisfaction. Because, according to the each factors value of
correlation coefficient is weak. Finally Researcher can say, sometimes those factors are affected to the
job satisfaction of non- managerial level employees. But some other factors may be affected to their
job satisfaction
- Management should pay their attention on providing satisfying salary for employee contribution.
- Yearly increment and bonus should be according employees performance and experience
- Also they should be concerned about providing additional benefits (especially financial benefits bonus pension) should
pay attention on providing employee welfare services, health and safety, job security, working responsibilities and good
working environment for worker level employees.
- Management should give more opportunities for promotion and develop their skills and abilities of non- managerial level
employees.
- Proper system of yearly leave like E/L,C/L and sick leave should be in every organization
27. Recommendations continue,
- Employees are interested in having friendly environment. Therefore management must get more acquainted with this
employees and make employees see them as a leader, not as a boss.
- Since employees are interested in having good cooperation with colleagues, management should make sure to have a
working environment where good cooperation and mutual respect exist.
- Therefore management should maintain proper grievance handling procedure in the company to support to solve their
problems.
- Promotions and seniority should be on experience and service basis of same organization