Increasing employee productivity, job satisfaction, and organizational commitment

Healthcare administrators endeavor to maximize the productivity of employees in an era of chaotic change and financial pressure. This study examines five leadership behaviors that were identified through the research of James Kouzes and Barry Posner and measures the use of these behaviors by hospital managers. It then identifies the relationships (both correlational and predictive) between the use of these behaviors and employee productivity, job satisfaction, and organizational commitment. The findings of this study have implications for health care managers and executives in identifying critical skills needed by leaders.     

重庆市民营医院员工工作满意度情况及影响因素分析

目的 了解重庆市民营医院员工对自己所在医院的满意度现状及影响因素,分析员工的工作评价与诉求,针对人力资本方面,为提升医院的竞争实力提供参考。方法 采用自行设计的问卷,对重庆市主城区6家民营医院员工进行现场调查,运用SPSS19.0统计软件对调查结果进行分析。结果 有序多分类Logistic回归分析结果显示,男性（P = 0.029,OR = 0.787)和年龄中的40～60岁（P = 0.021,OR = 0.352)是员工满意度的危险因素;学历本科（P = 0.008,OR = 2.134)、职称医师（P = 0.030,OR = 1.514)、工作年限≤3年（P = 0.035,OR = 1.565)、3～5年(P = 0.001,OR = 2.125)、5～10年(P = 0.020,OR = 1.632)是员工满意度的保护因素。讨论 民营医院员工受内外环境因素的限制,满意度水平不高。民营医院作为医疗市场不可或缺的一方,应对其员工需求给予足够重视。     

Work environment in relation to employee job satisfaction in group homes for youths

Group home programs for youths were investigated in order to: (a) measure employment longevity in four occupational groups employed in group home treatment settings, (b) report current working conditions and job satisfaction levels, and (c) compare relationships between the group home work environment and employee job satisfaction. Subjects included 57 current and 51 former administrative/treatment employees from 26 participating group homes in Kansas. Several differences were found among four different occupational groups in employee longevity, work environment and satisfaction levels. Length of employment was longest for teaching-parents, followed respectively by houseparents, directors, and other employees. Eight significant work environment differences and five job satisfaction differences were reported among the four groups. Fourteen significant correlations were reported between work environment variables and job satisfaction ratings. A regression analysis reported significant predictors of two overall job satisfaction ratings. The research suggested that (1) group home employees have short tenures, (2) the different occupational groups have differing job satisfaction levels, (3) better working conditions are related to higher job satisfaction ratings, and (4) employee contact with the youths is related inversely to improvements in job satisfaction.Richard T. Connis is now at the Department of Psychology, University of Washington, Seattle; Robert E. Kifer is now at Sagamore Children's Center, Melville, New York; and Dean L. Fixsen and Elery L. Phillips are now at Father Flanagan's Boys Home, Omaha, Nebraska.     

An exploration of job design in long-term care facilities and its effect on nursing employee satisfaction

This study used quantitative and qualitative methods to examine the design of nursing jobs in long-term care facilities and the effect of job design on employee satisfaction.     

Walking the tightrope between work and home: the role of job/home resources in the relation between job/home demands and employee health and well-being

The present study investigated the role of job/home resources in the relation between job/home demands and exhaustion, job satisfaction, work-home interference, and home-work interference during the COVID-19 pandemic. We explored the prevalence of job/home demands and resources during the COVID-19 pandemic, and examined whether working at different locations (i.e., working from home or at the office) affects how both job/home demands and resources are associated with employees’ health and well-being. An online cross-sectional survey study using self-report questionnaires was carried out among the networks of the International Commission on Occupational Health (ICOH) association (N=153). The findings of this study illustrated that (1) cognitive job demands/resources and emotional home demands/resources were crucial in predicting employee health and well-being; (2) a conceptual match was detected between corresponding demands and resources; (3) subgroup analysis showed that employees were not heavily affected by the different working locations during the pandemic. In conclusion, this study confirms the positive role of job/home resources. We suggest that cultivating specific job/home resources and establishing an appropriate match between specific job/home resources and corresponding job/home demands is necessary to ensure employees’ health and well-being in times of a pandemic.     

Considering the employee point of view: perceptions of job satisfaction and stress among nursing staff in nursing homes

OBJECTIVE: To document job satisfaction and sources of stress among nursing staff working in nursing homes and to evaluate the extent to which the reasons of stress differ by type of nursing staff. DESIGN: Cross-sectional study. SETTING: Twenty-five nursing homes in North Carolina participating in a demonstration project of a new model of long-term care pharmacy. PARTICIPANTS: Nurses and nursing assistants employed at the time of the survey in the spring and summer of 2002 (n = 1283). MEASUREMENTS: Health Professional Stress Inventory modified for use in the nursing home setting and ratings of job satisfaction. RESULTS: The situations most stressful for nurses were not having enough staff, having too much work to do, interruptions, having non-health professionals determine how to do their job, poor pay, and ultimately being responsible for patient outcomes. The top most stressful situations for nursing assistants included poor pay, not enough staff, and too much work to do. Nursing assistants were more likely than nurses to report stress because they do not have adequate information regarding a patient's condition. Nurses were more likely than nursing assistants to report stress because non-health professionals (eg, surveyors) determine how they must do their job. CONCLUSIONS: The findings of this study support the need to improve recognition for nursing, improve staffing, and provide competitive compensation in nursing homes.     

医生工作倦怠与工作满意度和稳定性的关系研究

目的探讨医生工作倦怠与工作满意度和工作稳定性之间的关系,为卫生管理部门对医生工作倦怠进行有效的预防和干预提供依据。方珐对3省9市公立医院医生采用分层随机抽样的方法进行问卷调查,并运用SPSSI1．5统计软件包进行资料的整理与分析。结果在所调查的4260名医生中,72．3％的医生存在一定程度的工作倦怠现象,其中21．5％处于高工作倦怠水平：医生工作倦怠与医生工作满意度之间存在显著负相关关系,医生工作倦怠与离职意愿之间存在显著正相关关系。结论我国公立医院医生是工作倦怠的高危人群;医生工作倦怠会导致工作满意度降低,并能导致较高的离职行为和离职倾向。