Factors Affecting Retention of Human Resources for Health in TRANS-NZOIA Coun...paperpublications3
This document summarizes a study on factors affecting retention of health workers, specifically nurses, in Trans-Nzoia County, Kenya. Over the past 5 years, the county has experienced a high turnover rate of 40% among nurses each year. The study aims to determine the key factors influencing nurse retention related to job satisfaction, training and development opportunities, compensation and rewards, and work-life balance. Understanding these retention factors is important as the county's population is growing while the number of nurses is declining significantly below World Health Organization recommendations. The results of the study could help the county government address the issues contributing to nurses leaving their jobs.
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand the current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between various HRM practices and organizational performance.
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between HRM practices and organizational performance.
Analysis of Employee Retention Strategies on Organizational Performance of Ho...inventionjournals
Globally, the retention of skilled medical staff in health care sector has been a serious concern to management due to higher turnover of medics. The desired critical measures for retention strategies of medics need to be done to sustain competition among health care providers. The purpose of this study was to analyse of employee retention strategies on organizational performance of hospitals in Mombasa County. The study was guided by the following objectives; to analyse the relationship between recruitment strategies and organizational performance, to examine the extent to which supervision strategies affects organization performance,. The study employed descriptive correlational research design. Target populations of 102 respondents, the study had a sample size of 102 respondents all drawn from senior staff in the County’s ministry of health department. Sampling procedure will be census. Semi-structured Questionnaire will be used, Likert five point scale questionnaire will be used, factoring Strongly Agree to Strongly Disagree. Cronbach’s alpha coefficient was used to measure the reliability of the questionnaire. Data was analysed using descriptive statistics and regression analysis was used to measure the relationship between variables. Data was presented in cumulative frequency tables. The finding the study were The relationship between recruitment strategies and organization performance of public hospitals in Mombasa County was found to be positive and significant in that its R was 0.485 and had a p-value less than 0.05 (ε= 0.006). The regression results revealed that supervision strategies effect on performance was statistically significant (overall p-value = 0.036).The study concluded that all the employee retention strategies need to be improved because they have been found to have a positive and significant effect on organizational performance. The study recommended that the management of public hospitals in Mombasa County should improve on employee retention strategies because they have been found by this study to have a positive effect on the organizational performance
This academic article discusses talent management strategies in healthcare administration. It notes that healthcare organizations face challenges retaining talent due to factors like an aging workforce and low CEO tenure. The article recommends that healthcare systems implement talent management best practices to ensure a steady supply of capable leaders now and in the future. This includes activities like succession planning, assessing high-potential employees, customized training, and evaluating talent programs. The article concludes that effective talent management is important for healthcare organizations to achieve their strategic goals in today's changing environment.
Job satisfaction has received substantial attention from both researchers and practitioners due to its significance in achieving organisational goals in the private and public sectors. Researchers in the human resource field have long probed the relationship between variables related to job satisfaction and employee performance (Locke, 1976; Currall, et al, 2005; Qureshi et al.,2011; Rehman & Waheed ,2011; Rehman, 2012), and productivity ( (Marks, 2006; Bataineh ,2011). However, there is little agreement on how contributory factors play a significant role in job satisfaction (Elding, Tobias, & Walker, 2006).
This document summarizes a study that assessed healthcare workers' perceptions of institutional structure and leadership in two hospitals in Ethiopia. A survey of 204 healthcare workers at the hospitals found:
1) The overall perception of institutional structure was 37.2% positive and the overall perception of leadership was 31.6% positive, indicating low levels of positive perception.
2) About 59.3% perceived their hospital did not emphasize quality of service enough and 69.6% perceived inadequate facilities.
3) Educational status and place of work were associated with perceptions of institutional structure. Position was the only predictor of perceptions of leadership.
4) Given the low overall positive perceptions, the study recommends promoting workers based on performance
This document provides background information on a study examining the impact of material and moral incentives on job performance in Jordan's health sector during the COVID-19 pandemic. The study will focus on employees at Al-Ais Comprehensive Health Center. It discusses the importance of motivation for health workers during crises and outlines the study's objectives, questions, hypotheses, methodology, and significance.
Factors Affecting Retention of Human Resources for Health in TRANS-NZOIA Coun...paperpublications3
This document summarizes a study on factors affecting retention of health workers, specifically nurses, in Trans-Nzoia County, Kenya. Over the past 5 years, the county has experienced a high turnover rate of 40% among nurses each year. The study aims to determine the key factors influencing nurse retention related to job satisfaction, training and development opportunities, compensation and rewards, and work-life balance. Understanding these retention factors is important as the county's population is growing while the number of nurses is declining significantly below World Health Organization recommendations. The results of the study could help the county government address the issues contributing to nurses leaving their jobs.
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand the current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between various HRM practices and organizational performance.
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between HRM practices and organizational performance.
Analysis of Employee Retention Strategies on Organizational Performance of Ho...inventionjournals
Globally, the retention of skilled medical staff in health care sector has been a serious concern to management due to higher turnover of medics. The desired critical measures for retention strategies of medics need to be done to sustain competition among health care providers. The purpose of this study was to analyse of employee retention strategies on organizational performance of hospitals in Mombasa County. The study was guided by the following objectives; to analyse the relationship between recruitment strategies and organizational performance, to examine the extent to which supervision strategies affects organization performance,. The study employed descriptive correlational research design. Target populations of 102 respondents, the study had a sample size of 102 respondents all drawn from senior staff in the County’s ministry of health department. Sampling procedure will be census. Semi-structured Questionnaire will be used, Likert five point scale questionnaire will be used, factoring Strongly Agree to Strongly Disagree. Cronbach’s alpha coefficient was used to measure the reliability of the questionnaire. Data was analysed using descriptive statistics and regression analysis was used to measure the relationship between variables. Data was presented in cumulative frequency tables. The finding the study were The relationship between recruitment strategies and organization performance of public hospitals in Mombasa County was found to be positive and significant in that its R was 0.485 and had a p-value less than 0.05 (ε= 0.006). The regression results revealed that supervision strategies effect on performance was statistically significant (overall p-value = 0.036).The study concluded that all the employee retention strategies need to be improved because they have been found to have a positive and significant effect on organizational performance. The study recommended that the management of public hospitals in Mombasa County should improve on employee retention strategies because they have been found by this study to have a positive effect on the organizational performance
This academic article discusses talent management strategies in healthcare administration. It notes that healthcare organizations face challenges retaining talent due to factors like an aging workforce and low CEO tenure. The article recommends that healthcare systems implement talent management best practices to ensure a steady supply of capable leaders now and in the future. This includes activities like succession planning, assessing high-potential employees, customized training, and evaluating talent programs. The article concludes that effective talent management is important for healthcare organizations to achieve their strategic goals in today's changing environment.
Job satisfaction has received substantial attention from both researchers and practitioners due to its significance in achieving organisational goals in the private and public sectors. Researchers in the human resource field have long probed the relationship between variables related to job satisfaction and employee performance (Locke, 1976; Currall, et al, 2005; Qureshi et al.,2011; Rehman & Waheed ,2011; Rehman, 2012), and productivity ( (Marks, 2006; Bataineh ,2011). However, there is little agreement on how contributory factors play a significant role in job satisfaction (Elding, Tobias, & Walker, 2006).
This document summarizes a study that assessed healthcare workers' perceptions of institutional structure and leadership in two hospitals in Ethiopia. A survey of 204 healthcare workers at the hospitals found:
1) The overall perception of institutional structure was 37.2% positive and the overall perception of leadership was 31.6% positive, indicating low levels of positive perception.
2) About 59.3% perceived their hospital did not emphasize quality of service enough and 69.6% perceived inadequate facilities.
3) Educational status and place of work were associated with perceptions of institutional structure. Position was the only predictor of perceptions of leadership.
4) Given the low overall positive perceptions, the study recommends promoting workers based on performance
This document provides background information on a study examining the impact of material and moral incentives on job performance in Jordan's health sector during the COVID-19 pandemic. The study will focus on employees at Al-Ais Comprehensive Health Center. It discusses the importance of motivation for health workers during crises and outlines the study's objectives, questions, hypotheses, methodology, and significance.
Problems Affecting Work Performance of Healthcare Practitioners in Jazan, Kin...iosrjce
This Study Aims To Provide Human Resource Management Framework To Address The Need Of
Improving Delivery Of Leadership And Management Skills To Promote The Quality Of Healthcare Practitioners
In Health Facilities In Jazan, Kingdom Of Saudi Arabia.
This Is A Cross-Sectional Study Involving 60 Health Workers And 40 Health Managers In Health Facilities
Operated By Moh. Questionnaire Was Used Supported By Unstructured Interview To Gather Data Which Were
Statistically Treated Through The Percentage And Weighted Mean.
Results Showed That A Typical Healthcare Practitioner In Jazan, Ksa Has A Mean Age Of 31.17 For Health
Workers And 28 For Health Managers; Mostly Females From Asian Countries With Diploma In
Nursing/Midwifery As Educational Qualification. Most Of The Health Workers Are Charge Nurses (41.67%).
Average Years Of Work Experience Are 6.92 Years For The Health Workers And 12.63 Years For The Health
Managers. The Health Workers Showed Agreement On The Utilization Of Performance Appraisal In Their Unit
(Mw=3.66). However, They Were Uncertain On Their Appraisal Regarding Remuneration, Benefits And
Recognition (Mw=3.30) As Well As On Staffing And Work Schedules (Mw=3.01) And Staff Development
(Mw=3.31). Problems Affecting Their Performance Was Generally Moderately Serious (Mw=2.39) But
Shortage Of Staff Specifically Was Very Serious (Mw=3.27). They Perceived The Strategies To Improve And
Maintain Excellent Performance As Moderately Needed (Mw-2.23). Health Managers Were Often Involved In
Management Tasks (Mw=2.89) And They Assessed Their Skills As Good (Mw=3.63).
In Conclusion, Many Of The Healthcare Practitioners Are Dominantly Female Expatriates From Asian
Countries Who Do Not Have The Current Educational Qualification Required In The Job. As A Consequence,
They Encounter Problems In Their Job Ad Management Affecting Their Work Performance. Addressing These
Problems Is Necessary To Improve The Work Performance And Management Skills Of The Healthcare
Practitioners.
IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE COMMITMENT AND INNOVATIVE WOR...MehranMouzam
1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
Tqm health practices and client satisfaction in a selected health facility in...IAEME Publication
This document summarizes a research study on the impact of total quality management (TQM) health practices on client satisfaction in a health facility in Ghana. The study aimed to identify which TQM health practices, including adequacy of health facility and amenities, doctor-patient relationship, pharmacy staff service delivery, and nurses and midwives service delivery, predict higher levels of client satisfaction. A survey was conducted of 150 patients at a health facility in Ghana. Results of the correlation analysis showed that condition of health facility, doctor-patient relationship, and nurses and midwives service delivery were significantly correlated with higher client satisfaction. A multiple regression analysis revealed that nurses and midwives service delivery was the only unique predictor of client satisfaction. The study concludes that
Common Competencies for AllHealthcare ManagersThe Healthc.docxpickersgillkayne
Common Competencies for All
Healthcare Managers:
The Healthcare Leadership
Alliance Model
MaryE. Stefl, PhD, professor and chair. Department of Health Care Administration,
Trinity University, San Antonio, Texas - - • .
E X E C U T I V E S U M M A R Y
Today's healthcare executives and leaders must have management talent sophisti-
cated enough to match the increased complexity of the healthcare environment.
Executives are expected to demonstrate measurable outcomes and effectiveness and
to practice evidence-hased management. At the same time, academic and profession-
al programs are emphasizing the attainment of competencies related to workplace
effeaiveness. The shift to evidence-based management has led to numerous efforts to
define the competencies most appropriate for healthcare.
The Healthcare Leadership Alliance (HLA), a consortium of six major profession-
al membership organizations, used the research from and experience with their indi-
vidual credentialing processes to posit five competency domains common among all
practicing healthcare managers: (1) communication and relationship management,
(2) professionalism, (3) leadership, (4) knowledge of the healthcare system, and
(5) business skills and knowledge. The HLA engaged in a formal process to delin-
eate the knowledge, skills, and abilities within each domain and to determine which
of these competencies were core or common among the membership of all HLA
associations and which were specialty or specific to the members of one or more HLA
organizations. This process produced 300 competency statements, which were then
organized into the Competency Directory, a unique and interactive database that can
be used for assessing individual and organizational competencies. Overall this work
helps to unify the field of healthcare management and provides a lexicon and a basis
for collaboration among different types of healthcare executives.
This article discusses the steps that the HLA followed. It also presents the HLA
Competency Directory; its application and relevance to the practitioner and academ-
ic communities; and its strengths, limitations, and potential.
For more information on the concepts in this article, please contact Dr. Stefi at
[email protected]
360
COMMON COMPETENCIES FOR ALL HEALTHCARE MANAGERS
P eter Drucker (2002) has said thatlarge healthcare institutions may be
the most complex in human history and
that even small healthcare organiza-
tions are barely manageable. Some time
has passed since Drucker's observation,
but the complexity of healthcare orga-
nizations, along with the demands on
managers and leaders, has not dimin-
ished in any way. Today, executives in
all healthcare settings must navigate a
landscape influenced by complex social
and political forces, including shrinking
reimbursements, persistent shortages of
health professionals, endless require-
ments to use performance and safety
indicators, and prevailing calls for trans-
parency. Further, managers and.
Human Resources Novelty to Measure Incentive Factors for Health Professional ...inventionjournals
Background: Addressing the shortage of health service professionals (doctors and nurses) in Kingdom of Saudi Arabia (KSA)continue to be an enormous challenge. The lack of motivation of health professionals to work in (KSA) is one of the major reasons for such shortage. Although some effort to investigating the reasons for low motivation, barely any studies in Kingdom of Saudi Arabia (KSA) have focused on generating effective and reliable instrument to quantity motivation for health professionals in (KSA) . Therefore, the objective of this research was to examine and create a effective and dependable tools to measure the motivation of health professionals working in (KSA) health system. Methods: The current study modified a previously developed tool on motivation. The reliability and validity of the tool were established using different methods. The initial phase of the tool development related to content development and valuation where, afterwards a complete literature review, the tool with 19 items was considered. Nonetheless, in light of the literature review and pilot trial, the same tool was modified to be adequate with local context by adding 7 items so that the tool has a 26 items. A correlation matrix was applied to check the pattern of relationships among the items. The random sample size for this research contain 154 health professionals from Western (KSA) province. for the sampling phase, the Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett’s test of sphericity were employed and finally factor analysis was carried out to calculate the eigenvalues and to understand the factors that may affecting health professional’s motivation in (KSA). Results: A correlation matrix value of 0.017 was acquired narrating multi-co-linearity between the observations. Based on early factor analysis, 8 out of 26 study factors were omitted from the study components with a cutoff range of less than 0.6. Running the factor analysis again suggested the inclusion of 18 items which were consequently labelled under the following items: transparency, goals, security, convenience, benefits, encouragement, adequacy of earnings and further growth and power. Conclusions: undoubtedly the research study showed that, we have reached to a conclusion that There is a great need to develop mechanisms directed at measuring the motivation of health service providers. The instrument used in the study has good psychometric properties and may serve as a suitable device to measure the professional’s motivation in (KSA). therefore; Proper management of human resources is critical in providing a high quality of health care.also a refocus on human resources management in health care and more research are needed to develop new policies
IRJET - A Study on Workplace Culture among Nurses, in One of the Leading Hosp...IRJET Journal
The document summarizes a study on workplace culture among nurses in a leading hospital in Bangalore. It describes how a questionnaire was administered to nurses to understand the current workplace culture. Key findings included that nurses were generally satisfied with the workplace culture but had concerns over salary. The study concluded that maintaining a positive workplace culture is important for nurse retention and hospital success. Recommendations included improving management training, following salary policies, and increasing benefits.
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.
The Relationship between Organizational Justice, Organizational Commitment an...inventionjournals
The current study examines primarily the relationship between organizational justice, organizational commitment, and intention to leave. Investigating if there are gender differences in their levels of organizational justice, organizational commitment and intention to leave the organization is the second objective of this study. Data were collected from 384 health employees of a private hospital in Turkey by related instruments. Consequently, OJ was measured using Niehoff and Moorman’s (1993) scale; Mowday, Steers and Porter’s (1979) scale to measure OB was used and INTL was measured using Bluedorn’s (1982) scale. The reliabilities of the survey instrument was assessed, frequency tests were employed, correlation, regression and independent t-test were made in order to evaluate the relationships between organizational justice, organizational commitment and intention to leave of health employees’. The findings of the study suggest important implications for management theory and practice. The results show that OJ is positively related to OB and negatively related to INTL. OB is negatively related to INTL. As predicted, gender has significant effect on OB, OJ, and INTL. Further, males appear to have a higher OJ and INTL perception, females tend to engage higher OC.
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.
Engage for Success Wellbeing Subgroup Whitepaper: The EvidenceEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, job stress, and positive emotions at work. High wellbeing leads to individual outcomes like commitment and health that then improve organizational performance through higher productivity, satisfaction, and lower turnover.
This paper investigates the a few demographic factors affecting the decline of Total
Fertility Rate. It is based on survey conducted in Kovvada region, Srikakulam district,
Andhra Pradesh. According to GIS information the study area divided into three zones
with 5km, 15km and 30km radius distance from the Nuclear Plant situated in Kovvada
labeled as core zone, Buffer Zone - I and Buffer Zone - II covering 153 villages. Data
were collected from 11297 household through pre designed questionnaire in these zones
and entered CAPI using DESOFT software and analyze. Children ever born and children
surviving data used to estimate age specific rates. Association between education level
and fertility rates have been established by applying chi square. Results revealed that 61
percent women were illiterate and TFR 2.7. The TFR range 2.7 to 3.4 in all three zones
high and there is significant association between fertility and a few demographic factors
like occupation and education level of women. It may be inferred that literacy rate of
female and women age groups are the most imperative components influencing TFR.
Which proved that the existence of some kind of dependency between level of education
and total fertility rate.
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.
Wellbeing and Employee Engagement: The Evidence WhitepaperEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, higher resilience, and better health. Organizations that promote wellbeing through flexible work and supportive management can improve health outcomes and reduce health inequalities in society.
This document summarizes a research study that examined the impact of work-life balance (WLB) on organizational commitment (OC) among women healthcare workers in India. The study found:
1) There was a significant positive relationship between WLB and OC among the 580 female healthcare workers surveyed across several hospitals.
2) Component-wise analysis showed WLB had a positive relationship with affective and normative commitment, but a negative association with continuance commitment.
3) The study highlighted the importance of organizational policies and support for managing the relationship between work and non-work domains to enhance employees' OC.
This paper reveals the relationship of FTSE board and environment policy of t...Service_supportAssignment
This paper reveals the relationship of FTSE board and environment policy of their companies listed. According to Lovell and Liverman (2010) suggested that they are inspired in their reassessment of carbon trading procedures due to the lack of some world class standards and Also it is similarly deregulated by the deficiency of broadly recruited international standards or policy for intentional carbon reporting of carbon emission. Consolidating the analysis in regard to the investors’ wants for data has permitted the researchers for well understanding the various methods to evaluate the procedures that are used to develop the emission of carbon reports, and also hoping that the social world of monetary services mediators, controller and carbon consultancie
The Positive Impact of Public Health Midwives for Nations Wellbeing through P...ijtsrd
1. Public Health Midwives (PHMs) have played an important role in Sri Lanka's primary healthcare system for over a century, providing maternal and child health services, especially in rural areas where access to healthcare is limited.
2. The study finds that PHMs' performance management in Sri Lanka is inadequately implemented, with deficiencies in setting performance goals and standards, performance reviews, career growth opportunities, and compensation.
3. By strengthening PHM training programs and increasing their numbers through expanded public funding, Sri Lanka can better maintain essential rural healthcare workers and improve national health outcomes like reduced maternal and child mortality.
Blood finder application project report (1).pdfKamal Acharya
Blood Finder is an emergency time app where a user can search for the blood banks as
well as the registered blood donors around Mumbai. This application also provide an
opportunity for the user of this application to become a registered donor for this user have
to enroll for the donor request from the application itself. If the admin wish to make user
a registered donor, with some of the formalities with the organization it can be done.
Specialization of this application is that the user will not have to register on sign-in for
searching the blood banks and blood donors it can be just done by installing the
application to the mobile.
The purpose of making this application is to save the user’s time for searching blood of
needed blood group during the time of the emergency.
This is an android application developed in Java and XML with the connectivity of
SQLite database. This application will provide most of basic functionality required for an
emergency time application. All the details of Blood banks and Blood donors are stored
in the database i.e. SQLite.
This application allowed the user to get all the information regarding blood banks and
blood donors such as Name, Number, Address, Blood Group, rather than searching it on
the different websites and wasting the precious time. This application is effective and
user friendly.
Problems Affecting Work Performance of Healthcare Practitioners in Jazan, Kin...iosrjce
This Study Aims To Provide Human Resource Management Framework To Address The Need Of
Improving Delivery Of Leadership And Management Skills To Promote The Quality Of Healthcare Practitioners
In Health Facilities In Jazan, Kingdom Of Saudi Arabia.
This Is A Cross-Sectional Study Involving 60 Health Workers And 40 Health Managers In Health Facilities
Operated By Moh. Questionnaire Was Used Supported By Unstructured Interview To Gather Data Which Were
Statistically Treated Through The Percentage And Weighted Mean.
Results Showed That A Typical Healthcare Practitioner In Jazan, Ksa Has A Mean Age Of 31.17 For Health
Workers And 28 For Health Managers; Mostly Females From Asian Countries With Diploma In
Nursing/Midwifery As Educational Qualification. Most Of The Health Workers Are Charge Nurses (41.67%).
Average Years Of Work Experience Are 6.92 Years For The Health Workers And 12.63 Years For The Health
Managers. The Health Workers Showed Agreement On The Utilization Of Performance Appraisal In Their Unit
(Mw=3.66). However, They Were Uncertain On Their Appraisal Regarding Remuneration, Benefits And
Recognition (Mw=3.30) As Well As On Staffing And Work Schedules (Mw=3.01) And Staff Development
(Mw=3.31). Problems Affecting Their Performance Was Generally Moderately Serious (Mw=2.39) But
Shortage Of Staff Specifically Was Very Serious (Mw=3.27). They Perceived The Strategies To Improve And
Maintain Excellent Performance As Moderately Needed (Mw-2.23). Health Managers Were Often Involved In
Management Tasks (Mw=2.89) And They Assessed Their Skills As Good (Mw=3.63).
In Conclusion, Many Of The Healthcare Practitioners Are Dominantly Female Expatriates From Asian
Countries Who Do Not Have The Current Educational Qualification Required In The Job. As A Consequence,
They Encounter Problems In Their Job Ad Management Affecting Their Work Performance. Addressing These
Problems Is Necessary To Improve The Work Performance And Management Skills Of The Healthcare
Practitioners.
IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE COMMITMENT AND INNOVATIVE WOR...MehranMouzam
1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
Tqm health practices and client satisfaction in a selected health facility in...IAEME Publication
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Common Competencies for AllHealthcare ManagersThe Healthc.docxpickersgillkayne
Common Competencies for All
Healthcare Managers:
The Healthcare Leadership
Alliance Model
MaryE. Stefl, PhD, professor and chair. Department of Health Care Administration,
Trinity University, San Antonio, Texas - - • .
E X E C U T I V E S U M M A R Y
Today's healthcare executives and leaders must have management talent sophisti-
cated enough to match the increased complexity of the healthcare environment.
Executives are expected to demonstrate measurable outcomes and effectiveness and
to practice evidence-hased management. At the same time, academic and profession-
al programs are emphasizing the attainment of competencies related to workplace
effeaiveness. The shift to evidence-based management has led to numerous efforts to
define the competencies most appropriate for healthcare.
The Healthcare Leadership Alliance (HLA), a consortium of six major profession-
al membership organizations, used the research from and experience with their indi-
vidual credentialing processes to posit five competency domains common among all
practicing healthcare managers: (1) communication and relationship management,
(2) professionalism, (3) leadership, (4) knowledge of the healthcare system, and
(5) business skills and knowledge. The HLA engaged in a formal process to delin-
eate the knowledge, skills, and abilities within each domain and to determine which
of these competencies were core or common among the membership of all HLA
associations and which were specialty or specific to the members of one or more HLA
organizations. This process produced 300 competency statements, which were then
organized into the Competency Directory, a unique and interactive database that can
be used for assessing individual and organizational competencies. Overall this work
helps to unify the field of healthcare management and provides a lexicon and a basis
for collaboration among different types of healthcare executives.
This article discusses the steps that the HLA followed. It also presents the HLA
Competency Directory; its application and relevance to the practitioner and academ-
ic communities; and its strengths, limitations, and potential.
For more information on the concepts in this article, please contact Dr. Stefi at
[email protected]
360
COMMON COMPETENCIES FOR ALL HEALTHCARE MANAGERS
P eter Drucker (2002) has said thatlarge healthcare institutions may be
the most complex in human history and
that even small healthcare organiza-
tions are barely manageable. Some time
has passed since Drucker's observation,
but the complexity of healthcare orga-
nizations, along with the demands on
managers and leaders, has not dimin-
ished in any way. Today, executives in
all healthcare settings must navigate a
landscape influenced by complex social
and political forces, including shrinking
reimbursements, persistent shortages of
health professionals, endless require-
ments to use performance and safety
indicators, and prevailing calls for trans-
parency. Further, managers and.
Human Resources Novelty to Measure Incentive Factors for Health Professional ...inventionjournals
Background: Addressing the shortage of health service professionals (doctors and nurses) in Kingdom of Saudi Arabia (KSA)continue to be an enormous challenge. The lack of motivation of health professionals to work in (KSA) is one of the major reasons for such shortage. Although some effort to investigating the reasons for low motivation, barely any studies in Kingdom of Saudi Arabia (KSA) have focused on generating effective and reliable instrument to quantity motivation for health professionals in (KSA) . Therefore, the objective of this research was to examine and create a effective and dependable tools to measure the motivation of health professionals working in (KSA) health system. Methods: The current study modified a previously developed tool on motivation. The reliability and validity of the tool were established using different methods. The initial phase of the tool development related to content development and valuation where, afterwards a complete literature review, the tool with 19 items was considered. Nonetheless, in light of the literature review and pilot trial, the same tool was modified to be adequate with local context by adding 7 items so that the tool has a 26 items. A correlation matrix was applied to check the pattern of relationships among the items. The random sample size for this research contain 154 health professionals from Western (KSA) province. for the sampling phase, the Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett’s test of sphericity were employed and finally factor analysis was carried out to calculate the eigenvalues and to understand the factors that may affecting health professional’s motivation in (KSA). Results: A correlation matrix value of 0.017 was acquired narrating multi-co-linearity between the observations. Based on early factor analysis, 8 out of 26 study factors were omitted from the study components with a cutoff range of less than 0.6. Running the factor analysis again suggested the inclusion of 18 items which were consequently labelled under the following items: transparency, goals, security, convenience, benefits, encouragement, adequacy of earnings and further growth and power. Conclusions: undoubtedly the research study showed that, we have reached to a conclusion that There is a great need to develop mechanisms directed at measuring the motivation of health service providers. The instrument used in the study has good psychometric properties and may serve as a suitable device to measure the professional’s motivation in (KSA). therefore; Proper management of human resources is critical in providing a high quality of health care.also a refocus on human resources management in health care and more research are needed to develop new policies
IRJET - A Study on Workplace Culture among Nurses, in One of the Leading Hosp...IRJET Journal
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International Journal of Business and Management Invention (IJBMI)inventionjournals
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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.
Engage for Success Wellbeing Subgroup Whitepaper: The EvidenceEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, job stress, and positive emotions at work. High wellbeing leads to individual outcomes like commitment and health that then improve organizational performance through higher productivity, satisfaction, and lower turnover.
This paper investigates the a few demographic factors affecting the decline of Total
Fertility Rate. It is based on survey conducted in Kovvada region, Srikakulam district,
Andhra Pradesh. According to GIS information the study area divided into three zones
with 5km, 15km and 30km radius distance from the Nuclear Plant situated in Kovvada
labeled as core zone, Buffer Zone - I and Buffer Zone - II covering 153 villages. Data
were collected from 11297 household through pre designed questionnaire in these zones
and entered CAPI using DESOFT software and analyze. Children ever born and children
surviving data used to estimate age specific rates. Association between education level
and fertility rates have been established by applying chi square. Results revealed that 61
percent women were illiterate and TFR 2.7. The TFR range 2.7 to 3.4 in all three zones
high and there is significant association between fertility and a few demographic factors
like occupation and education level of women. It may be inferred that literacy rate of
female and women age groups are the most imperative components influencing TFR.
Which proved that the existence of some kind of dependency between level of education
and total fertility rate.
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.
Wellbeing and Employee Engagement: The Evidence WhitepaperEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, higher resilience, and better health. Organizations that promote wellbeing through flexible work and supportive management can improve health outcomes and reduce health inequalities in society.
This document summarizes a research study that examined the impact of work-life balance (WLB) on organizational commitment (OC) among women healthcare workers in India. The study found:
1) There was a significant positive relationship between WLB and OC among the 580 female healthcare workers surveyed across several hospitals.
2) Component-wise analysis showed WLB had a positive relationship with affective and normative commitment, but a negative association with continuance commitment.
3) The study highlighted the importance of organizational policies and support for managing the relationship between work and non-work domains to enhance employees' OC.
This paper reveals the relationship of FTSE board and environment policy of t...Service_supportAssignment
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The Positive Impact of Public Health Midwives for Nations Wellbeing through P...ijtsrd
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2. The study finds that PHMs' performance management in Sri Lanka is inadequately implemented, with deficiencies in setting performance goals and standards, performance reviews, career growth opportunities, and compensation.
3. By strengthening PHM training programs and increasing their numbers through expanded public funding, Sri Lanka can better maintain essential rural healthcare workers and improve national health outcomes like reduced maternal and child mortality.
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1. THE EFFECTIVENESS OF NURSE
INDIVIDUAL AND ORGANIZATIONAL
APPROACHES UPON NURSE S
PERFORMANCE
ALNEAMI IBRAHIM ALI
GS51929
SUPERVISOR :
PROF. DR. SHAMSUL BAHRI HJ MOHD TAMRIN
2. 1.0 PROBLEM STATEMENT
Ba ed on he 2010 cen , he Kingdom population grew at a 3.2% rate per
annum with a total fertility rate of 3.04 between 2004 and 2010. Based on
this, the United Nations (UN) projected that the Saudi Arabia population will
have reached 39.8 million by 2025, 54.7 million by 2050 and 61.3 million by
2100 with a total fertility rate of 3.04. The aspect of life expectancy
specifically the care for the elderly has also posed a new challenge for the
healthcare sector in the Kingdom. The elderly population is projected to
3. reach between 1 million to 2.5 million by 2020 (Barrage, Perillieux, &
Shediac, 2007).
2
1.0 PROBLEM STATEMENT
The current infrastructure is now burdened with the need to increase the
number of trained healthcare professionals. Meanwhile, the current ratio of
2.2 beds per 1000 population (Al-Hanawi et al., 2019) is significantly low to
the projected quantity of 10,200 beds needed by 2025 (Rahman &
4. Alsharqi, 2019).
3
2.0 STUDY JUSTIFICATION
the population size and growth in Saudi Arabia impact the policies
made for strengthening the provision of public utility services. Among
such public utility service is healthcare facilities and services. Thus, in
2012, the MOH of the kingdom allocated SR 2 billion for its
5. development work in Jazan to provide healthcare facilities and
hospitals with a total of 3,495 beds within the governorate (Rasooldeen,
2012).
the deputy minister of health for therapeutic medicine of the kingdom
pronounced that around 600 people will be provided with employment
opportunities in Jazan hospitals.
4
6. 2.0 STUDY JUSTIFICATION
Health care workers' development is tasks hospital managers and the Human
Resources Office.
Unde anding he fac o ha affec n e job e fo mance i im o an in developing
strategies for mitigating the nursing shortage.
the findings could be beneficial for policy makers and nurse administrators in
developing strategies for a management model explicitly for the Saudi
A abia con e . heal hca e deli e of he co n , enhance he n e job
satisfaction reduction of healthcare costs for both the organization and the
individual population.
7. 5
3.0 RESEARCH OBJECTIVES
GENERAL OBJECTIVES
this study aims to investigate and ascertain the prospective contributions of personal and o
gani a ional fac o ha a ocia e i h n e e fo mance.
SPECIFIC OBJECTIVES
To determine the level of organizational factors (organization culture and leadership skills), personal
factors (motivation, stress and burnout and knowledge sharing) , job satisfaction and work
performance among health care workers in Jazan region-Saudi Arabia.
To assess the relationship between organizational factors (organization culture and leadership
skills), personal factors (motivation, stress and burnout and knowledge sharing) and work
performance among health care workers in Jazan region-Saudi Arabia2.
8. To examine the mediation effect of job satisfaction relationship between organizational factors
(organization culture and leadership skills), personal factors (motivation, stress and burnout and
knowledge sharing) and work performance among health care workers in Jazan region-Saudi
Arabia.
To evaluate the effect of demographic profile (age, education, work experience and income) on job
performance among health care workers in Jazan region-Saudi Arabia.
6
4.0 HYPOTHESIS
H1: There is significant and positive relationship between
organizational culture and n rses job performance.
H2: There is significant and positive relationship between leadership
skill and n rses job performance.
9. H3: There is significant and positive relationship between motivation
and n rses job performance.
H4: There is significant and negative relationship between stress and
n rses job performance.
H5: There is significant and negative relationship between burnout
and n rses job performance.
7
10. 1
H6: There is significant and positive relationship between knowledge
sharing and n rses job performance.
H7: There is significant and positive relationship between job
satisfaction and n rses job performance.
H8: Job satisfaction significantly mediates the relationship
between organizational factors (organizational culture and
leadership skills) and job performance.
H9: Job satisfaction significantly mediates the relationship
between individual factors (motivation, stress, burnout and
knowledge sharing) with job performance.
11. 1
H10: There is significant and positive relationship between
socio-demographic factors (age, education, work experience
and income) and n rses job performance.
14. 1
5.0 LITERATURE REVIEW
Within the Gulf region, the most substantial and fastest growing population occurs
in the KSA. Based on the latest official census carried out in 2010, the KSA
population stood at 27.1 million from 22.6 million in 2004. This is attributable to the
high birth rate i.e. 23.7 per 1000 population.
In the years between 2006 and 2012, there was an increase in the number of
healthcare employees specifically 20% amongst physicians, 46% amongst
dentists, 35% amongst nurses, 47% amongst pharmacists, and 38% amongst
allied health specialists for every 10,000 of the people. There was also an increase
in the quantity of hospital beds i.e. from 28,751 in 2002 to 33,277 in 2008; for the
15. 1
same period, hospital beds in private and quasi-government hospitals also
increased from 10,133 and 10,300 in 2002 to 11,822 and 10,833, respectively.
16. 5.0 LITERATURE REVIEW
During the same six year period, the total of hospital beds in the KSA increased
13.7% i.e. from 49,148 in 2002 to 55,932 beds in 2008, whilst the total of
hospitals increased 16.6% i.e. from 350 in 2002 to 408 in 2008. In 2012, the
number of MOH hospitals increased exponentially to 35,828 (Al-Hanawi, Khan,
& Al-Borie, 2019).
when an individual employee displays a high level of work performance, the
productivity and ultimately the general performance of the organization would
also be high. As indicated by M. J. Almalki, FitzGerald, and Clark (2012).
17. Nurses whose performance is acknowledged at the workplace are more likely
to stay loyal to the organization where they are working in (AbuAlRub and AL‐
ZARU (2008); Safarpour, Sabzevari, and Delpisheh (2018).
On the other hand, lack of appreciation is likely to drive nurses to leave.
11
TITLE AUTHOR FINDING
20. Research Design Cross-sectional ( correlational)
Study Location Jazan, Saudi Arabia
Study Population Nurses
Study Method Quantitative ( Survey approach)
21. 14
Sample
Selection
Samples were selected among all hospital ( public and private)
hospitals in Jazan
Sample Size G*power (Hair et al, 2013), minimum sample size determined by
number of arrows pointing to latent variable ( 10 exogenouse variable
,minimum R2 value of 010, for 5% significance level)
N= sample size = 189 , Drop out rate=30%
Final sample size = 250
28. 28
Data screening & preliminary analysis (SPSS ver 25
)
Descriptive statistics ( Mean , standard deviation
and frequency analysis )
Structural Equation Modelling-SmartPLS ver 3
including measurement model ( construct validity)
and structural model (Bootstrap approach)
Mediation analysis
29. 29
10.0 Statistical Analysis
Objectives
Statistical Analysis
To evaluate the effect of demographic profile (age, education, work
experience and income) on job performance among health care workers in
Jazan region-Saudi Arabia.
Descriptive statistics
Mean , standard
deviation, frequency
To determine the level of organizational factors (organization culture and
leadership skills), personal factors (motivation, stress and burnout and
knowledge sharing) , job satisfaction and work performance among health
care workers in Jazan region-Saudi Arabia.
Structural equation
modeling using PLS
approach (SEM-PLS)
To assess the relationship between organizational factors (organization
culture and leadership skills), personal factors (motivation, stress and
burnout and knowledge sharing) and work performance among health care
workers in Jazan region-Saudi Arabia2.
30. 30
To examine the mediation effect of job satisfaction relationship between
organizational factors (organization culture and leadership skills), personal
factors (motivation, stress and burnout and knowledge sharing) and work
performance among health care workers in Jazan region-Saudi Arabia.
31. 31
GANTT CHART
11.0
# Activities 2020 2021
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
1 Proposal Preparation &
Presentation
X
2 Focus Group Discussion X
3 Data Collection (Phase 1) X
4 Data Analysis (Phase 1) X
5 Development of Software X X X
6 Site Visit & Software Testing X X
7 Data Collection (Phase 2) X X
8 Data Analysis (Phase 2) X
9 Data Interpretation X
10 Thesis Writing X X X X X X
11 VIVA X
12 Thesis Review & Submission X
