This document provides an overview of a presentation on a study examining job satisfaction and associated factors among employees at the Ministry of Health in Ethiopia. The presentation includes an introduction outlining the importance of job satisfaction for healthcare workers and an overview of the study objectives, which are to determine the level of job satisfaction and primary influencing factors among ministry employees. It also summarizes relevant previous literature showing variability in job satisfaction levels among Ethiopian healthcare workers and common factors like salary, training opportunities, and workload. The proposed methodology is described, including a cross-sectional study of ministry employees using a validated job satisfaction questionnaire.
The document discusses the changes to The Joint Commission's (TJC) accreditation process, including replacing the Periodic Performance Review tool with the Focused Standards Assessment tool. It describes TJC's core survey process, including identifying Priority Focus Areas and Clinical Service Groups. The document emphasizes the importance of an ongoing compliance assessment process using tracers to stay prepared for TJC surveys with no surprises.
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
Abstract— If job satisfaction is there in employees, work done by these employees is usually of better quality in comparison where the employees are not satisfied with their jobe. So this study to assess job satisfaction and influence of demographic variables on job satisfaction, this study was carried out on 105 doctors of teaching hospitals. Questionnaire method of data collection was adopted. Job satisfaction was measured by six domains: Organizational functioning, Interpersonal relationship, Financial incentives, Non-financial incentives, Physical facilities and Working conditions. Study observed that over all, doctors were moderately satisfied with their job. Domains such as Interpersonal relationship and Working conditions, doctors were highly satisfied, whereas rest of the domains: Organizational functioning, Financial incentives, Non-financial incentives, and Physical facilities doctors were moderately satisfied. It is important to note that even though overall satisfaction is moderate, there were few components, where doctors were highly satisfied were - Communication system between patients and doctors, Involvement in decision making in the department, Rules and regulations of the institution, relationship between the department colleagues and other department colleagues, Provision for leave encashment, reward given for research work, workload of clinical aspect and workload of teaching aspect. Age and sex both shown significant association on level of satisfaction where as experience, designation and marital status of the doctors have not shown significant association.
The document outlines a research grant application to study the effectiveness of an educational intervention program on strengthening leadership qualities among nursing managers in a hospital in Nepal. It includes sections on the title, investigators, duration, budget, and declaration by the investigators. It also provides details of the study aims, objectives, design, participants, intervention, and outcomes. A literature review covers topics on quality of healthcare, leadership, nursing education, and factors influencing nursing. The rationale is that continuous education is needed for healthcare workers to improve quality as fields advance and expectations rise. The study aims to assess and strengthen leadership skills of nursing managers through an educational program.
Designing and Psychometric Evaluation of Stretching Exercise Influencing Scal...Health Educators Inc
Objective: The Lack of reliable and valid tools for assessing the influencing factors which influence on stretching exercises among Iranian office employees is obvious. This study aimed to design and evaluate psychometric properties of this instrument.
Design: Cross-sectional study- Psychometric properties
Setting: Data were gathered from May to September 2017.
Participants: Participants were 420 office employees who were working in 10 health centres affiliated to Shahid Beheshti University of Medical Sciences (SBUMS) in Tehran, Iran. Primary outcome measures: The instrument was designed on the basis of the constructs of the Health Promotion Model (HPM) and extant literature. Exploratory Factor Analysis, Cronbach’s alpha and Intraclass Correlation Coefficient (ICC) were employed to check the scale’s psychometric properties.
Results: In total, 420 questionnaires were completed. The mean age of the office employees was 37.1±8.03 years. Among the 86 items, 77 items had significant item-to-total correlations (P <0.05). The results showed good internal consistency and reliability for the whole questionnaire and each domain.EFA results confirmed 53.32% of the total variance of the items yielded in eleven subscales. The (ICC) was acceptable [0.78, 95% CI (0.70, 0.88)].
Conclusions: The SEIS can be a reliable and valid instrument for measuring the influencing factors on stretching exercise among office employees.
The study surveyed residents at Pakistan Institute of Medical Sciences (PIMS) to assess their perceptions of working conditions during residency training. 109 residents responded. They reported unfavorable ratings across several components of their training program, including workload, working hours, work-life balance, income, accommodation, and overall working environment. Specifically, most residents worked over 80 hours per week and could not get enough sleep while on call. They also reported issues with their financial situation and residential facilities. The study aims to identify problems to help improve working conditions and well-being of trainees.
Workplace breastfeeding support for working women: A scale
development study
Artigo científico publicado no European Journal of Obstetrics & Gynecology and
Reproductive Biology: X
O objetivo deste estudo foi desenvolver uma escala para avaliar o apoio ao aleitamento materno no local de trabalho.
Métodos
O estudo foi realizado com 490 mulheres trabalhadoras que se inscreveram nos ambulatórios da mulher e da criança de um hospital na Turquia. Os dados do estudo foram coletados por meio de um 'Formulário de Informações Pessoais' e da 'Escala de Apoio à Amamentação no Local de Trabalho para Mulheres Trabalhadoras'. Os dados foram analisados nos softwares SPSS 25 e AMOS 21. No processo de desenvolvimento da escala; Utilizaram-se a validade de conteúdo, a análise fatorial exploratória, os métodos de correlação item escore total e o coeficiente alfa de Cronbach.
Resultados
O índice de validade de conteúdo da escala foi de 0,90 e o valor de alfa de Cronbach foi de 0,93. O valor da escala de Kaiser-Meyer-Olkin foi de 0,91, o teste de Bartlett foi χ2 = 11.573,924 e p < 0,000. De acordo com os resultados da análise fatorial exploratória para a validade de construto da escala, a escala foi composta por 31 itens e 6 fatores.
Conclusões
A escala desenvolvida pode ser utilizada para avaliar o apoio à amamentação no local de trabalho para mulheres trabalhadoras como um instrumento de medida válido e confiável.
Excelente instrumento: tema da SMAM 2023 - Amamentação / Direito da Mulher Trabalhadora.
The document discusses the changes to The Joint Commission's (TJC) accreditation process, including replacing the Periodic Performance Review tool with the Focused Standards Assessment tool. It describes TJC's core survey process, including identifying Priority Focus Areas and Clinical Service Groups. The document emphasizes the importance of an ongoing compliance assessment process using tracers to stay prepared for TJC surveys with no surprises.
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
Abstract— If job satisfaction is there in employees, work done by these employees is usually of better quality in comparison where the employees are not satisfied with their jobe. So this study to assess job satisfaction and influence of demographic variables on job satisfaction, this study was carried out on 105 doctors of teaching hospitals. Questionnaire method of data collection was adopted. Job satisfaction was measured by six domains: Organizational functioning, Interpersonal relationship, Financial incentives, Non-financial incentives, Physical facilities and Working conditions. Study observed that over all, doctors were moderately satisfied with their job. Domains such as Interpersonal relationship and Working conditions, doctors were highly satisfied, whereas rest of the domains: Organizational functioning, Financial incentives, Non-financial incentives, and Physical facilities doctors were moderately satisfied. It is important to note that even though overall satisfaction is moderate, there were few components, where doctors were highly satisfied were - Communication system between patients and doctors, Involvement in decision making in the department, Rules and regulations of the institution, relationship between the department colleagues and other department colleagues, Provision for leave encashment, reward given for research work, workload of clinical aspect and workload of teaching aspect. Age and sex both shown significant association on level of satisfaction where as experience, designation and marital status of the doctors have not shown significant association.
The document outlines a research grant application to study the effectiveness of an educational intervention program on strengthening leadership qualities among nursing managers in a hospital in Nepal. It includes sections on the title, investigators, duration, budget, and declaration by the investigators. It also provides details of the study aims, objectives, design, participants, intervention, and outcomes. A literature review covers topics on quality of healthcare, leadership, nursing education, and factors influencing nursing. The rationale is that continuous education is needed for healthcare workers to improve quality as fields advance and expectations rise. The study aims to assess and strengthen leadership skills of nursing managers through an educational program.
Designing and Psychometric Evaluation of Stretching Exercise Influencing Scal...Health Educators Inc
Objective: The Lack of reliable and valid tools for assessing the influencing factors which influence on stretching exercises among Iranian office employees is obvious. This study aimed to design and evaluate psychometric properties of this instrument.
Design: Cross-sectional study- Psychometric properties
Setting: Data were gathered from May to September 2017.
Participants: Participants were 420 office employees who were working in 10 health centres affiliated to Shahid Beheshti University of Medical Sciences (SBUMS) in Tehran, Iran. Primary outcome measures: The instrument was designed on the basis of the constructs of the Health Promotion Model (HPM) and extant literature. Exploratory Factor Analysis, Cronbach’s alpha and Intraclass Correlation Coefficient (ICC) were employed to check the scale’s psychometric properties.
Results: In total, 420 questionnaires were completed. The mean age of the office employees was 37.1±8.03 years. Among the 86 items, 77 items had significant item-to-total correlations (P <0.05). The results showed good internal consistency and reliability for the whole questionnaire and each domain.EFA results confirmed 53.32% of the total variance of the items yielded in eleven subscales. The (ICC) was acceptable [0.78, 95% CI (0.70, 0.88)].
Conclusions: The SEIS can be a reliable and valid instrument for measuring the influencing factors on stretching exercise among office employees.
The study surveyed residents at Pakistan Institute of Medical Sciences (PIMS) to assess their perceptions of working conditions during residency training. 109 residents responded. They reported unfavorable ratings across several components of their training program, including workload, working hours, work-life balance, income, accommodation, and overall working environment. Specifically, most residents worked over 80 hours per week and could not get enough sleep while on call. They also reported issues with their financial situation and residential facilities. The study aims to identify problems to help improve working conditions and well-being of trainees.
Workplace breastfeeding support for working women: A scale
development study
Artigo científico publicado no European Journal of Obstetrics & Gynecology and
Reproductive Biology: X
O objetivo deste estudo foi desenvolver uma escala para avaliar o apoio ao aleitamento materno no local de trabalho.
Métodos
O estudo foi realizado com 490 mulheres trabalhadoras que se inscreveram nos ambulatórios da mulher e da criança de um hospital na Turquia. Os dados do estudo foram coletados por meio de um 'Formulário de Informações Pessoais' e da 'Escala de Apoio à Amamentação no Local de Trabalho para Mulheres Trabalhadoras'. Os dados foram analisados nos softwares SPSS 25 e AMOS 21. No processo de desenvolvimento da escala; Utilizaram-se a validade de conteúdo, a análise fatorial exploratória, os métodos de correlação item escore total e o coeficiente alfa de Cronbach.
Resultados
O índice de validade de conteúdo da escala foi de 0,90 e o valor de alfa de Cronbach foi de 0,93. O valor da escala de Kaiser-Meyer-Olkin foi de 0,91, o teste de Bartlett foi χ2 = 11.573,924 e p < 0,000. De acordo com os resultados da análise fatorial exploratória para a validade de construto da escala, a escala foi composta por 31 itens e 6 fatores.
Conclusões
A escala desenvolvida pode ser utilizada para avaliar o apoio à amamentação no local de trabalho para mulheres trabalhadoras como um instrumento de medida válido e confiável.
Excelente instrumento: tema da SMAM 2023 - Amamentação / Direito da Mulher Trabalhadora.
This study aimed to assess professional satisfaction among nursing graduates from BPKIHS in Nepal from 1996-2004. It found that graduates were most satisfied with status/security/respect (75%) and least satisfied with working conditions (54%). Satisfaction increased with age but did not differ based on gender, residence, or other factors. Suggestions to improve satisfaction included more supervision, continuing education, and encouraging further study. The study concluded that despite challenges, graduates were moderately satisfied with nursing overall.
Public health posting as a motivating factor for medical students to work in ...Alexander Decker
This document summarizes a study that assessed the impact of a public health posting on medical students' motivation to work in rural areas after graduation. The majority of students reported their motivation as good or very good after the posting. Students felt positively about their public health knowledge, ability to work with colleagues, and perceptions of rural communities. The study concludes that exposing medical students to rural field work through a public health posting can help motivate them to consider rural practice after graduation by improving their understanding and perceptions of rural areas.
The study aimed to assess professional satisfaction among nursing graduates from BPKIHS from 1996-2004. A survey was administered to 50 graduates, with the majority being female and aged 22-25. The highest satisfaction was with status/respect (75%) while the lowest was with working conditions (54%). Most felt there was job security (54%) and opportunity to help others (52%) in nursing. However, some felt there was a lack of autonomy (30%) and lack of updating knowledge (28%). The study concluded satisfaction depended on age but not other factors, and reasons for leaving were personal not professional issues.
This document provides background information and plans for the School of Public Health (SPH) at Mekelle University.
The SPH was established in 2003 and has grown to include 7 departments and over 100 academic staff. It offers undergraduate, graduate, and PhD programs in public health.
The situational analysis identifies strengths such as available expertise, and weaknesses such as poor communication. Opportunities include expanding services, and threats include limited budgets and the pandemic.
Key plans are to increase education quality through curriculum changes and assessments, scale up research and knowledge transfer, empower female staff, enhance staff development, upgrade the school, expand accessible education, and improve staff/student satisfaction.
This document summarizes a study that assessed patient satisfaction with antenatal care services provided at primary health centers in Ejigbo Local Government Area of Osun State, Nigeria. 234 antenatal patients across multiple health centers were surveyed using a questionnaire to evaluate their satisfaction. Key findings included:
- 60.3% of respondents reported being greeted warmly by health workers, establishing good rapport.
- 77.4% felt privacy and confidentiality were inadequate.
- 48% felt waiting times were too long.
- There was a relationship between satisfaction and quality of interactions with health workers.
- 74% overall were satisfied with antenatal care services.
- Satisfaction was also related
This study assessed job satisfaction among 97 pharmacy professionals in Southwest Ethiopia. Over half (60.8%) reported being satisfied with their job due to helping patients and professional gratification. However, more than one third (39.2%) were dissatisfied mainly due to inadequate salary, poor interaction with healthcare teams, lack of motivation and training, and poor infrastructure. The study aimed to evaluate job satisfaction and factors influencing it among pharmacy workers in the region, which is important for improving healthcare quality and outcomes. A survey was administered from June to July 2011 across multiple towns.
One of the areas which creates satisfaction in individuals is their work life. Lack of job satisfaction causes negative feelings within an individual. Low job satisfaction can have negative effects such as resigning or absenteeism from work, arriving late at work and working slowly. For this reason, it is important to investigate job satisfaction levels and the factors affecting this in midwives giving health services. This work was carried out with the aim of detemining the relationship between the levels of job satisfaction in midwives and some socio-demographic characteristics of the job satisfaction levels. Within the framework of this descriptive study, 106 midwives who worked within the Sivas province and agreed to participate in this study were studied. Data were collected using ‘Socio-Demographic Questionnaire for Midwives’ and ‘Scale of Job Satifaction in Nursing’. The data collected from the research were analysed using the Kruskal Wallis, Student t and Mann-Whitney U tests within the SPSS 10.0 computer program. The average general job satisfaction points of the midwives was 47.08 ± 15.52. The average job satisfaction levels in midwives who chose the occupation themselves, wanted to be in the profession and found that midwifery suited them were found to be high at a significant level (p<0.05).>0.05). It was established that the organisation they work at, length of working life, whether they had worked continuously or had a break from work, weekly working hours, way of working and amount of individuals to whom care was given did not affect their job satisfaction point averages (p>0.05). It was also determined that the general job satisfaction point average levels were not affected by whether they had children or not, the number of children they had and the age of the youngest child (p>0.05). In contrast, the job satisfaction levels of midwives who worked in hospitals in terms of the possibility of development and working conditions were significantly higher than midwives who worked at health centres (p<0.05). Job satisfaction levels in midwives who chose the occupation themselves, wanted to be in the profession and found that midwifery suited them were high. Midwives who worked in hospitals who had the possibility of development and different working conditions had greater job satisfaction than midwives who worked at health centres. The remaining socio-demographic charateristics did not affect job satisfaction in the midwives.
Research method ch14 selected research papersUuganaa Baatar
This document summarizes a research study that evaluated a mobile phone-based diet game for weight control. The study:
1. Developed a mobile phone app called SmartDiet to track nutrition intake and include games to help with weight control.
2. Aimed to evaluate the effectiveness of the app in helping obese patients manage their weight.
3. Collected data on patients' nutrition intake and weight changes over time to analyze the impact of using the app.
Work life balance practices on employee job performance at eco bank kenyaAlexander Decker
This document summarizes a study on how work-life balance practices at Eco Bank Kenya affect employee job performance. The study examined flexible working hours, employee assistance programs, and leave policies. The results showed that flexible work hours helped employees balance work and personal commitments and improved attendance and motivation. Employee assistance programs, such as health programs and counseling, helped employees handle personal issues and improved attendance and commitment. Leave policies were found to motivate employees and improve attendance, emotional health, and ability to perform job duties. In general, employees rated their job performance positively across factors like timeliness, meeting deadlines, priorities, and attendance.
This document summarizes a study on health workforce retention initiatives in Ethiopia. It finds that:
1) There are policies and strategic plans for retention at the national and sub-national levels, though implementation varies. Financial incentives like professional allowances are common, though eligibility varies by region and facility.
2) Common financial incentives include professional allowances for specialists, general practitioners, midwives, and others. Rates vary significantly between regions and facilities. Positional allowances are also used but eligibility differs in each location.
3) Non-financial incentives are also used but to a lesser extent. Overall there is variation in retention schemes between locations within the country. The report recommends standardizing and regularly updating policies
This study aimed to develop and validate a questionnaire called the Stretching Exercise Influencing Scale (SEIS) to measure factors influencing stretching exercises among Iranian office employees. The researchers designed an initial 86-item questionnaire based on constructs from the health promotion model and literature on musculoskeletal disorders and inactivity among computer users. After administering the questionnaire to 420 office employees and conducting psychometric analyses including exploratory factor analysis, the final SEIS consisted of 77 items within 11 subscales. The internal consistency and test-retest reliability of the scale were found to be good. The SEIS shows potential as a valid and reliable tool for assessing factors influencing stretching exercises among Iranian office workers.
Guidebook for Enhancing Performance of Multi Purpose Workers Nishant NHSRCNishant Parashar
This document provides guidelines for enhancing the performance of Multi-Purpose Workers (Female) or MPW(F), who provide primary healthcare services at Sub Centers in India. It includes a prototype weekly work plan that outlines the activities MPW(F)s should carry out at the Sub Center, during Village Health and Nutrition Days (VHNDs), and on field/home visits. It also provides checklists for monitoring activities and assessing MPW(F) performance. The goal is to help MPW(F)s better organize their work and help supervisors evaluate individual performance, with the overall aims of improving healthcare delivery and outcomes at the Sub Center level.
Analysis Factors of Hospital Services Quality and User Satisfactioninventionjournals
This study aims to identify the factors of service quality and user satisfaction Hospital type B in East Java and constraints the government's efforts in improving the quality of hospital services. Technique of the analysis of data in this study using descriptive analysis and factor analysis and also obtained by interview to director of hospitals. The results showed that hospital users are women with the quality of hospital services is good, but there is still an effort to improve and based on that service quality established by 5 factors; clarity of procedures, employee competence, professionalism, effectiveness and competence. While user satisfaction built by 3 factors are tangible, reliability and empathy. Constraints faced by the government in improving service quality is the limited medical and paramedical personnel, facilities and infrastructure, including the availability of medical equipment, low public awareness of service and the poor public image of hospital services.
This document outlines a mixed-methods study on physician workforce issues in Ethiopia. The study examined physician distribution, attrition rates, and factors influencing turnover using quantitative methods. Qualitative research explored reasons for physician migration and perspectives on the health system's response. Key findings include:
- 24% attrition rate among physicians in public sector from 2009-2015, with specialists having 21-43% attrition rates.
- 15.7% attrition rate among medical school faculty over time, with lecturers and those from older medical schools more likely to turnover.
- Over 70% of medical students wanted clinical practice, but only 10.8% in rural hospitals, and 73% intended to migrate abroad.
The document discusses a study assessing patient satisfaction with outpatient services at a tertiary care teaching hospital in Lucknow, India. It outlines the study objectives to evaluate availability and utilization of services, information sources, waiting times, and reasons for (dis)satisfaction among internal and external patients. The methodology section describes a prospective descriptive study using interviews and record reviews involving 701 patients across departments from January to March 2013. Preliminary findings show most patients were female, from Uttar Pradesh, and utilization increasing over 2008-2012 for both internal and external patients.
The Relationship of Technical Planning Capability and Evaluation of Coordinat...irjes
This study examines the relationship between technical planning capabilities, program coordinator evaluation capabilities, and the successful achievement of health programs in Banjarbaru City, Indonesia in 2012. The study used a cross-sectional observational design involving 48 health center program coordinators. The results showed that most coordinators had good technical planning (97%) and evaluation (62.5%) capabilities. The majority (77%) of health programs achieved success, while 23% achieved moderate success and none achieved less success. Statistical analysis found no significant relationships between technical planning/evaluation capabilities and program success achievement. The study concludes that technical planning and evaluation capabilities of coordinators are not related to the successful achievement of health programs in Banjarbaru City.
Vinit Patidar is an intern at Jyoti Multi-Speciality Hospital Indore, under the guidance of Mr. Vineet Mani and Dr. Swapnil Moyal. Jyoti Multi-Speciality Hospital is a privately held company established in 2018 in Indore, Madhya Pradesh. As an intern, Vinit's responsibilities include patient satisfaction surveys, complaint resolution, and ensuring efficient operations of hospital departments. Through the internship, Vinit aims to understand hospital administration and identify areas for improvement.
CH1· Introduction, Amis and Thesis Summary 1.1 My Role MaximaSheffield592
CH1.docx
· Introduction, Amis and Thesis Summary
1.1 My Role in studying the relationship between job satisfaction, autonomy and self-efficacy among school nurses in Bahrain.( nurses working in the school) Comment by user: 1200 words plz
· talk about the History of school nurses( nurses working in the school)in Bahrain
· when it was started in Bahrain
· what it is reached till this day and how do nurses( nurses working in the school)in working in the school operate in the school
· why this study needed to be done about the school nurse( nurses working in the school)in in Bahrain , and why nobody has done this study before
· why it is needed to use 3 kinds of tools ( job satisfaction tool , autonomy scale and self-efficacy scale) to do this study
· the impartments to use them (the 3 scales) together
· what kind of result hoped to gain from all the scales used to gather
· Why it is need to know about the relationship between job satisfaction, autonomy and self-efficacy among school nurses ( nurses working in the school)in in Bahrain.
· what the researcher is looking to get for this study
· full description of the study
1.2 Aims and Objectives Comment by user: 1000 words plz
· The significant of the study ( the most important point is to talk about student benefit then the nurses working in the schools
· aims
· analysis
1.2.2 Questions
1.2.3 Overall aim of thesis
1.2.4 Specific objectives of the thesis
1.2.4.1 Primary objective
1.2.4.2 Secondary objective
1.3 Thesis summary
· Background
· Method
· Result
· Conclusion
Study_P.docx
1. Introduction
This proposal outlines a research study investigating the factors influencing job satisfaction among school nurses in Bahrain and the importance and significance in filling this research gap.Bringing fresh primary research to an underexplored area that has a limited amount of empirical evidence is urgently required.
2. Study Aim
To investigate the factors influencing job satisfaction among school nurses in Bahrain.
3. Study Objectives
3.1. Primary Objective
To investigate the factors associated with job satisfaction among school nurses.
3.2. Secondary Objectives
1. To create a profile of school nurses in Bahrain;
2. To explore the scope of the role of school nurses in Bahrain; and
3. To examine the relationship between job satisfaction, autonomy, and self-efficacy among school nurses in Bahrain.
4. Study Background
Job satisfaction is regarded as a complex concept that is described as an inner feeling that contains individual meaning and is capable of impacting numerous dimensions within a specific work environment (Giallonardo, Wong, and Iwasiw, 2010). Job satisfaction has an effect on productivity, absenteeism, recruitment, retention, patient care and satisfaction, and organizational commitment (Sypniewska, 2014). Top and Gider (2013) further state that job satisfaction has been subject to broad scholarly research and is correlated with improved performance of organi ...
Role Transition among Baccalaureate Nursing Students at Umm Al Qura Universit...halay
The study assessed 102 nursing students' perceptions of role transition, with 71.6% fourth year students and 28.4% interns. Most students agreed or strongly agreed with role transition domains. There were no significant differences between fourth years and interns except for preparation and competence, where interns scored higher. The findings revealed adequate overall role preparation for both interns and final years, but interns require proper preparation to take on active roles as registered nurses.
This study aimed to assess professional satisfaction among nursing graduates from BPKIHS in Nepal from 1996-2004. It found that graduates were most satisfied with status/security/respect (75%) and least satisfied with working conditions (54%). Satisfaction increased with age but did not differ based on gender, residence, or other factors. Suggestions to improve satisfaction included more supervision, continuing education, and encouraging further study. The study concluded that despite challenges, graduates were moderately satisfied with nursing overall.
Public health posting as a motivating factor for medical students to work in ...Alexander Decker
This document summarizes a study that assessed the impact of a public health posting on medical students' motivation to work in rural areas after graduation. The majority of students reported their motivation as good or very good after the posting. Students felt positively about their public health knowledge, ability to work with colleagues, and perceptions of rural communities. The study concludes that exposing medical students to rural field work through a public health posting can help motivate them to consider rural practice after graduation by improving their understanding and perceptions of rural areas.
The study aimed to assess professional satisfaction among nursing graduates from BPKIHS from 1996-2004. A survey was administered to 50 graduates, with the majority being female and aged 22-25. The highest satisfaction was with status/respect (75%) while the lowest was with working conditions (54%). Most felt there was job security (54%) and opportunity to help others (52%) in nursing. However, some felt there was a lack of autonomy (30%) and lack of updating knowledge (28%). The study concluded satisfaction depended on age but not other factors, and reasons for leaving were personal not professional issues.
This document provides background information and plans for the School of Public Health (SPH) at Mekelle University.
The SPH was established in 2003 and has grown to include 7 departments and over 100 academic staff. It offers undergraduate, graduate, and PhD programs in public health.
The situational analysis identifies strengths such as available expertise, and weaknesses such as poor communication. Opportunities include expanding services, and threats include limited budgets and the pandemic.
Key plans are to increase education quality through curriculum changes and assessments, scale up research and knowledge transfer, empower female staff, enhance staff development, upgrade the school, expand accessible education, and improve staff/student satisfaction.
This document summarizes a study that assessed patient satisfaction with antenatal care services provided at primary health centers in Ejigbo Local Government Area of Osun State, Nigeria. 234 antenatal patients across multiple health centers were surveyed using a questionnaire to evaluate their satisfaction. Key findings included:
- 60.3% of respondents reported being greeted warmly by health workers, establishing good rapport.
- 77.4% felt privacy and confidentiality were inadequate.
- 48% felt waiting times were too long.
- There was a relationship between satisfaction and quality of interactions with health workers.
- 74% overall were satisfied with antenatal care services.
- Satisfaction was also related
This study assessed job satisfaction among 97 pharmacy professionals in Southwest Ethiopia. Over half (60.8%) reported being satisfied with their job due to helping patients and professional gratification. However, more than one third (39.2%) were dissatisfied mainly due to inadequate salary, poor interaction with healthcare teams, lack of motivation and training, and poor infrastructure. The study aimed to evaluate job satisfaction and factors influencing it among pharmacy workers in the region, which is important for improving healthcare quality and outcomes. A survey was administered from June to July 2011 across multiple towns.
One of the areas which creates satisfaction in individuals is their work life. Lack of job satisfaction causes negative feelings within an individual. Low job satisfaction can have negative effects such as resigning or absenteeism from work, arriving late at work and working slowly. For this reason, it is important to investigate job satisfaction levels and the factors affecting this in midwives giving health services. This work was carried out with the aim of detemining the relationship between the levels of job satisfaction in midwives and some socio-demographic characteristics of the job satisfaction levels. Within the framework of this descriptive study, 106 midwives who worked within the Sivas province and agreed to participate in this study were studied. Data were collected using ‘Socio-Demographic Questionnaire for Midwives’ and ‘Scale of Job Satifaction in Nursing’. The data collected from the research were analysed using the Kruskal Wallis, Student t and Mann-Whitney U tests within the SPSS 10.0 computer program. The average general job satisfaction points of the midwives was 47.08 ± 15.52. The average job satisfaction levels in midwives who chose the occupation themselves, wanted to be in the profession and found that midwifery suited them were found to be high at a significant level (p<0.05).>0.05). It was established that the organisation they work at, length of working life, whether they had worked continuously or had a break from work, weekly working hours, way of working and amount of individuals to whom care was given did not affect their job satisfaction point averages (p>0.05). It was also determined that the general job satisfaction point average levels were not affected by whether they had children or not, the number of children they had and the age of the youngest child (p>0.05). In contrast, the job satisfaction levels of midwives who worked in hospitals in terms of the possibility of development and working conditions were significantly higher than midwives who worked at health centres (p<0.05). Job satisfaction levels in midwives who chose the occupation themselves, wanted to be in the profession and found that midwifery suited them were high. Midwives who worked in hospitals who had the possibility of development and different working conditions had greater job satisfaction than midwives who worked at health centres. The remaining socio-demographic charateristics did not affect job satisfaction in the midwives.
Research method ch14 selected research papersUuganaa Baatar
This document summarizes a research study that evaluated a mobile phone-based diet game for weight control. The study:
1. Developed a mobile phone app called SmartDiet to track nutrition intake and include games to help with weight control.
2. Aimed to evaluate the effectiveness of the app in helping obese patients manage their weight.
3. Collected data on patients' nutrition intake and weight changes over time to analyze the impact of using the app.
Work life balance practices on employee job performance at eco bank kenyaAlexander Decker
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Vinit Patidar is an intern at Jyoti Multi-Speciality Hospital Indore, under the guidance of Mr. Vineet Mani and Dr. Swapnil Moyal. Jyoti Multi-Speciality Hospital is a privately held company established in 2018 in Indore, Madhya Pradesh. As an intern, Vinit's responsibilities include patient satisfaction surveys, complaint resolution, and ensuring efficient operations of hospital departments. Through the internship, Vinit aims to understand hospital administration and identify areas for improvement.
CH1· Introduction, Amis and Thesis Summary 1.1 My Role MaximaSheffield592
CH1.docx
· Introduction, Amis and Thesis Summary
1.1 My Role in studying the relationship between job satisfaction, autonomy and self-efficacy among school nurses in Bahrain.( nurses working in the school) Comment by user: 1200 words plz
· talk about the History of school nurses( nurses working in the school)in Bahrain
· when it was started in Bahrain
· what it is reached till this day and how do nurses( nurses working in the school)in working in the school operate in the school
· why this study needed to be done about the school nurse( nurses working in the school)in in Bahrain , and why nobody has done this study before
· why it is needed to use 3 kinds of tools ( job satisfaction tool , autonomy scale and self-efficacy scale) to do this study
· the impartments to use them (the 3 scales) together
· what kind of result hoped to gain from all the scales used to gather
· Why it is need to know about the relationship between job satisfaction, autonomy and self-efficacy among school nurses ( nurses working in the school)in in Bahrain.
· what the researcher is looking to get for this study
· full description of the study
1.2 Aims and Objectives Comment by user: 1000 words plz
· The significant of the study ( the most important point is to talk about student benefit then the nurses working in the schools
· aims
· analysis
1.2.2 Questions
1.2.3 Overall aim of thesis
1.2.4 Specific objectives of the thesis
1.2.4.1 Primary objective
1.2.4.2 Secondary objective
1.3 Thesis summary
· Background
· Method
· Result
· Conclusion
Study_P.docx
1. Introduction
This proposal outlines a research study investigating the factors influencing job satisfaction among school nurses in Bahrain and the importance and significance in filling this research gap.Bringing fresh primary research to an underexplored area that has a limited amount of empirical evidence is urgently required.
2. Study Aim
To investigate the factors influencing job satisfaction among school nurses in Bahrain.
3. Study Objectives
3.1. Primary Objective
To investigate the factors associated with job satisfaction among school nurses.
3.2. Secondary Objectives
1. To create a profile of school nurses in Bahrain;
2. To explore the scope of the role of school nurses in Bahrain; and
3. To examine the relationship between job satisfaction, autonomy, and self-efficacy among school nurses in Bahrain.
4. Study Background
Job satisfaction is regarded as a complex concept that is described as an inner feeling that contains individual meaning and is capable of impacting numerous dimensions within a specific work environment (Giallonardo, Wong, and Iwasiw, 2010). Job satisfaction has an effect on productivity, absenteeism, recruitment, retention, patient care and satisfaction, and organizational commitment (Sypniewska, 2014). Top and Gider (2013) further state that job satisfaction has been subject to broad scholarly research and is correlated with improved performance of organi ...
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1. Epidemiology Final Presentation
By: Mersha, Digafie Teketelw
Student ID - 2021280846
January, 2021.
Thesis Topic
Level of job satisfaction and associated
factors among employees
working at Ministry of Health, Ethiopia
3/7/2023 1
2. Introduction
• Professionals in the health-care field play a vital role in ensuring that
people have access to and receive high-quality care[19].
• The World Health Organization (WHO) Global strategy on human
resources on health workforce 2030 sets out the policy agenda to ensure a
work force that is fit for purpose to attain the targets of the Sustainable
Development Goals(SDGs) [17].
• Motivation of health care workers can initiate them to exert and maintain
an effort towards organizational goals [2]. Motivation depends up on many
factors, and job satisfaction is one of the most important factors [2].
• People's attitudes and sentiments regarding their jobs are referred to as
job satisfaction. Job satisfaction is shown by positive and favorable views
toward the job { 19}.
• Whereas, negative and unfavorable attitudes towards their job indicate job
dissatisfaction [3]. A high level of job satisfaction has a positive effect on
workers’ health related quality of life [4–7], job performance [7–10],
retention in work [11–13], quality of healthcare delivery [14, 15] and
customer satisfaction [16, 17]. Low job satisfaction may result in staff
turnover, tiredness, absenteeism, undesirable job performance and poor
3/7/2023 2
3. Reasons to the topic chosen
Despite the decentralized management of Ethiopia's health
services, there is still a shortage of health professionals in
numerous fields.
The Federal Ministry of Health of Ethiopia launched a 2016–2025
strategic plan for human resources for health to guide the
country’s effort to develop, recruit, deploy, motivate and retain
health workers [13].
The number of Ministry of Health employees is expected to be
over 1,000; these professionals include PHDs, Masters, Bscs, and
Diplomas with varying years of service.
Because strong motivation can lead to increased performance
and satisfaction among workers, a better understanding of
3/7/2023 3
4. Reasons to the topic chosen
• Employee receptivity to change, loyalty, dedication to
organizational objectives, and degree of engagement and
contribution have all been connected to a lack of job
satisfaction, which has been associated to turnover,
absenteeism and tardiness
• In the ministry we have high employee turnover nearly 150
employees per year. As a result, it's critical to determine the
degree of job satisfaction and the elements that influence it
among ministry employees, as well as to give critical
information for both professionals and the government to
take the required steps to keep the employee alive.
• There is no literature in the country on job satisfaction and
the factors that influence it among ministry of health
employees.
3/7/2023 4
5. Significance of the study
According to the literature assessment, there is no research on
job satisfaction among Ethiopian ministry of health employees.
This research will be immensely helpful to find out the actual
scenario of the ministry personnel in Ethiopia.
It will become signal for future policy formulation and employees
retention policies and strategies of the ministry.
The study can also be used as a base line data for future studies
in this area.
3/7/2023 5
6. Feedback
The findings of the study will be present back to the
ministry's management committee in order to help them
formulate future human resource policies.
But also the finding will be emailed to all staffs for common
understanding.
3/7/2023 6
7. Literature Review
• Accordingly to the study conducted among nurses working in Ethiopian public hospitals 33.5% of
the study participants had a low level of job satisfaction.(4)
• The study conducted in Jimma university specialized hospital and western Amhara region of Ethiopia
the health professionals showed that 46.2% and 69.3% of the health workers were dissatisfied with
their job respectively (3,8).
• A study conducted among anesthetists working in the whole country and in Amhara national
regional state, Northwest Ethiopia, suggests that only 54.2% and 53.1% of respondents were
dissatisfied respectively(1, 7).
• Accordingly the study conducted among midwives working at health facilities in Addis Ababa city,
Ethiopia, job satisfaction was 52.9 %( 10)
• According to a survey of nurses working in Mainland China hospitals, more than half of them (53.7%)
were satisfied or extremely satisfied with their professions, whereas 15% had moderate to severe
occupational stress[20].
• According to a survey of young doctors working in teaching hospitals in Sudan's River Nile State,
3/7/2023 7
Level of job satisfaction
8. Literature Review
• Previous researchers have found that health workers in Ethiopia tend to be
unsatisfied with many aspects of their job, especially their salary, their
training opportunities, work load and their chances of promotion [1, 2, 3, 4,
5, 6, 7, 8].
• According to a study conducted among nurses working in hospitals in
Mainland China, the majority of the sample reported high levels of
organizational and professional commitment (63.7 percent and 85.9%,
respectively, while only 5.9% and 10.0 percent reported role conflict and
role ambiguity frequently or very frequently [20].
• According to a survey of junior doctors working in teaching hospitals in
Sudan's River Nile State, work conditions (27%) were the most common
reasons for job dissatisfaction, followed by a lack of training (23%),
inadequate pay (21.7%), workload (19.8%), social relationships (4.7%), and
autonomy (3.6%) [21].
3/7/2023 8
Determinants of job satisfaction
10. Objective of the study
General Objective
To determine the degree
of job satisfaction and the
primary factors of job
satisfaction among
Ethiopian ministry of
health employees.
Specific Objectives
To measure the level of job
satisfaction among the
ministry of health worker
To assess the factors of health
workers motivation among
the ministry of health
employees.
3/7/2023 10
11. Research questions
1. What is the level of job satisfaction among ministry of
health employee, Ethiopia?
2. What are some job-related factors to consider when
analyzing job dissatisfaction among ministry of health
employee, Ethiopia?
3/7/2023 11
12. Study Methods
Study Area
Ministry of Health
It located at Sudan street, Addis Ababa, Ethiopia
Study Design
and Period
An institution based cross sectional study design will be
conducted from January to May 2022.
Study
Population
Totally the ministry has near to 1000 employees
Inclusion and
Exclusion
Criteria
All employees who are available during data collection at the
ministry will be included in the study.
Non permanent workers and who are absent from the ministry
during data collection and who are unable to complete the
questionnaire due to illness will be excluded from the study.
3/7/2023 12
13. Sample size and sampling method
• The required sample size was calculated using a single population
proportion formula:
• Assumptions n = required sample size, Z = critical value for normal
distribution at 95% confidence level (1.96), d = 0.05 (5% margin of error), P
= 46.2% (proportion of healthcare professionals satisfied with their job
from previse study [3] and an estimated non-response rate of 10%.
n = (Z)2 *p(1-p) n = (1.96)2 * 0.462*0.538 = 381.94
d2 (0.05)2
• Final sample size will be 382+ (382)10% = 420
• Data will be collected using a pretested and structured interviewer
administered questionnaire
• Study participants will be selected by random sampling technique from all
directorates. Employees who have very high and very low salary will be
13
14. Study Methods…
Study
Variables
Dependen
t
level of job satisfaction
Independ
ent
Socio-Demographic age, gender, religion, educational status,
marital status and financial status
Job and
organizational
related
work experience, working position, salary,
management system, training, working hours
and co worker relations
Data Collection Tools
• Validated standard questioner is adapted
• Data will be collected February 2022 by trained personnel
Ethical approval After IRB Approval in Tsinghua , ethical clearance letter will be
written to the ministry.
3/7/2023 14
15. 3/7/2023 15
Study Methods…
Data Processing
and Analysis
• Assessment of Job satisfaction will
be measured by using twenty
items each scored 5-point Likert
scale with 1 denoting strongly
dissatisfied and 5 denoting
strongly satisfied with Minnesota
Satisfaction Questionnaire (MSQ)
short form [18].
• Data will be coded and entered
using Epi-Info software and
analyzed using SPSS
16. 3/7/2023 16
Limitations of the study
• Non permanent workers and who are absent during
data collection and who are unable to complete the
questionnaire will be excluded from the study.
• There is no a special standardized job satisfaction
measurement tool
• Establishing a true cause and effect relationship
between job satisfaction and associated factors would
be impossible.
• The outcome variable might be affected by other
confounding variables.
17. 3/7/2023 17
words
• Non permanent workers:- Employees who employed
less than 6 month ages.
• Directorate:- A directorate is a part of a ministry which
is responsible for one particular health issue like for
example the maternal and child health directorate.
18. Dissertation Plan and Implementation Timeline
3/7/2023 18
List of Activities Timelines Remark
Topic selection Meeting with supervisor November 2021 Done
Literature review and writing proposal Nov to Dec 2021 Done
First and second draft proposal submission December 2021 Done
Final proposal submission and defense January/2022
Ethical clearance January/2022
Data collection February/2022
Data cleaning, entry and analysis February - March/2022
Literature review March – April/2022
First draft thesis submission 4th week of April/2022
Second draft thesis submission 1st week of May/2022
Final thesis report submission 3rd week of May/2022
Thesis defense 1st week of June /2022
19. 3/7/2023 19
References
1. Anesthesiology Research and Practice: Job Satisfaction and Associated Factors among Anesthetists Working in Amhara National Regional State,
Northwest Ethiopia, May 2017: Available from https://doi.org/10.1155/2018/6489674
2. Abera Areri Habtamu, Alebel Animut and Deribe Luel Job satisfaction among Ethiopian nurses March 2021 Available from
https://sciendo.com/de/article/10.2478/fon-2021-0009
3. Alemshet Y: Job satisfaction and its determinants among health workers in Jimma university specialized hospital, southwest Ethiopia Aug 2011. Available
from https://pubmed.ncbi.nlm.nih.gov/22435005/
4. Semachew: Predictors of job satisfaction among nurses working in Ethiopian public hospitals, 2014: Available from
https://pubmed.ncbi.nlm.nih.gov/28438214/
5. Ayalew: Understanding job satisfaction and motivation among nurses in public health facilities of Ethiopia: Available from
https://bmcnurs.biomedcentral.com/articles/10.1186/s12912-019-0373-8
6. Hotchkiss: Job satisfaction and motivation among public sector health workers: evidence from Ethiopia: Available from Oct 2015
https://pubmed.ncbi.nlm.nih.gov/26510794/
7. Nega Desalegn, Leulayehu Akalu, Merga Haile: Ethiopian Anesthetists Job Satisfaction Level and Factors Affecting Their Level of Job Satisfaction.
Available from https://article.sciencepublishinggroup.com/html/10.11648.j.ja.20150305.11.html
8. Temesgen: Job satisfaction and associated factors among health professionals working at Western Amhara Region, Ethiopia 2018: Available from
https://doi.org/10.1186/s12955-018-0898-7
9. Sakib, Al Ahad, Islam, Hasan, Kamal: Job Satisfaction Level of Library Professionals in Bangladesh: Available from
https://www.banglajol.info/index.php/EL/article/view/12117/9276
10.Eyasu Tamru Bekru, Amsale Cherie, Antehun Alemayehu Anjulo: Job satisfaction and determinant factors among midwives working at health facilities in
Addis Ababa city, Ethiopia 2017: Available from https://pubmed.ncbi.nlm.nih.gov/28212425/
11.Stella Achieng’ Odembo: Job satisfaction and employee performance with in the telecommunication industry in Kenya: Nov 2013: Available from
https://ir-
library.ku.ac.ke/bitstream/handle/123456789/10135/Job%20Satisfaction%20and%20Employee%20Performance%20within%20the%20Telecommunicatio
n%20Industry%20in%20Kenya%20A%20Case%20of%20Airtel%20Kenya%20Limited.pdf?sequence=1&isAllowed=y
12.Tsegahun Manyazewal* and Mokgadi C. Matlakala: Beyond patient care: the impact of healthcare reform on job satisfaction in the Ethiopian public
healthcare sector: Available from https://human-resources-health.biomedcentral.com/articles/10.1186/s12960-017-0188-1
13.Federal Democratic Republic of Ethiopia Ministry of Health. National human resources for health strategic plan 2016-2025, Addis Ababa, September
2016. Policy document. Available from https://pdf.usaid.gov/pdf_docs/PA00TWMW.pdf
14.World health statistics 2018: monitoring health for the SDGs, sustainable development goals. Geneva: World Health Organization; 2021. Available from
Unwanted Pregnancy is major cause of Maternal Mortality world wide
Ethiopian government is implementing different strategies to improve adolescent and youth sexual and reproductive health
But still prevalence of unwanted pregnancy among adolescent and youth is high for which low coverage of contraceptive and EC use were among the causes.
Adolescents contraceptive prevalence of 9% and unmet need of 30% is among the lowest in Africa.
In a study done in 46 low and middle income countries, 54.4% sexually active adolescents have not used any form of contraceptive. (Kalama. A, 2018)
A study done in Gana reports Female students had better awareness of EC than male students. (Darteh, 2016)
In a study done in 46 low and middle income countries, 54.4% sexually active adolescents have not used any form of contraceptive. (Kalama. A, 2018)
A study done in Gana reports Female students had better awareness of EC than male students. (Darteh, 2016)
Therefore, by using proportional probabilistic allocation method based on their size ,138 males and 156 females will be participated in responding the questioner.
Therefore, by using proportional probabilistic allocation method based on their size ,138 males and 156 females will be participated in responding the questioner.