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Tran VD, Vo TML, Nguyen Di K, Vo QLD, Dewey RS, Pham TT, Tran BK, Pham DT. Job satisfaction of hospital pharmacists in a representative province in Mekong Delta, Vietnam. PLoS One 2023; 18:e0291201. [PMID: 37708111 PMCID: PMC10501634 DOI: 10.1371/journal.pone.0291201] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2023] [Accepted: 08/23/2023] [Indexed: 09/16/2023] Open
Abstract
BACKGROUND Job satisfaction is an important factor affecting job performance and turnover of healthcare workers, especially hospital pharmacists. Nevertheless, limited studies have reported this issue in the context of Vietnam. OBJECTIVES To help maintain the quality and size of the limited hospital pharmacy workforce in Vietnam, especially in the Mekong Delta area, this study investigated the job satisfaction of hospital pharmacists, and the associated factors, in Vinh Long province, a representative province in the central Mekong Delta. METHODS A cross-sectional survey was conducted, recruiting hospital pharmacists working in all 17 province/district-affiliated healthcare facilities across Vinh Long province, Vietnam, between August and September 2022. RESULTS Among the 235 survey participants (representing a response rate of 97.1%), 189 pharmacists (80.4%) reported that they were satisfied with their job. Working conditions, leadership styles, and benefits were factors found to significantly influence job satisfaction. Pharmacists who had worked in the field for 3-5 years (OR = 3.752, 95% CI = 1.036-13.595), more than 5 years (OR = 6.361, 95% CI = 2.264-17.875), did not have additional duties besides their primary responsibilities (OR = 2.046, 95% CI = 1.005-4.163), and worked in a private healthcare facility (OR = 12.021, 95% CI = 1.470-98.316), were significantly more likely to be satisfied with their job. CONCLUSIONS Most hospital pharmacists were satisfied with their current job. To further improve job satisfaction in this population, further improvements to working conditions are necessary.
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Affiliation(s)
- Van De Tran
- Department of Health Organization and Management, Can Tho University of Medicine and Pharmacy, Can Tho, Vietnam
| | - Thi My Loan Vo
- Faculty of Pharmacy, Can Tho University of Medicine and Pharmacy, Can Tho, Vietnam
- Tam Binh District Health Center, Vinh Long, Vietnam
| | - Khanh Nguyen Di
- Department of Medical Testing, Faculty of Health Sciences, Dong Nai Technology University, Dong Nai, Vietnam
| | - Quang Loc Duyen Vo
- Department of Chemistry, College of Natural Sciences, Can Tho University, Can Tho, Vietnam
| | - Rebecca Susan Dewey
- Sir Peter Mansfield Imaging Centre, School of Physics and Astronomy, University of Nottingham, Nottingham, United Kingdom
| | - Trung Tin Pham
- Department of Health Organization and Management, Can Tho University of Medicine and Pharmacy, Can Tho, Vietnam
| | - Ba Kien Tran
- Department of Pharmaceutical Administration, Hai Duong Central College of Pharmacy, Hai Duong, Vietnam
| | - Duy Toan Pham
- Department of Medical Testing, Faculty of Health Sciences, Dong Nai Technology University, Dong Nai, Vietnam
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Huang TL, Wu CN, Lee IC, Wong AMK, Shyu YIL, Ho LH, Liao GY, Teng CI. How robots impact nurses' time pressure and turnover intention: A two-wave study. J Nurs Manag 2022; 30:3863-3873. [PMID: 35862237 DOI: 10.1111/jonm.13743] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/23/2022] [Revised: 06/30/2022] [Accepted: 07/20/2022] [Indexed: 12/30/2022]
Abstract
AIMS To examine the relationships among effort ensuring robots' smooth operation (EERSO), time pressure, missed care, and nurses' turnover intention, and how robot performance moderates such relations. BACKGROUND Robots may reduce nurses' workload but typically still require some effort of nurses for robots' smooth operation. However, the negative impact of EERSO on nurses' workplace outcomes is unknown. METHODS This study used a two-wave follow-up design. Data were collected in a medical center in Taiwan, with first wave collected in 2019 and second wave collected between 2019 and 2020. A total of 331 participants were followed through the two waves. RESULTS EERSO is positively linked to missed care and time pressure. Time pressure is also positively linked to missed care and turnover intention. Positive robot performance weakens the positive link between EERSO and time pressure. CONCLUSION Using robots may help reduce nurses' workload, but it also requires nurses' efforts to maintain robots' continuous operation, that is, EERSO. It may adversely impact nursing professional workplaces. IMPLICATIONS FOR NURSING MANAGEMENT Nurse managers should reduce nurses' time pressure whilst suggest hospital managers to seek robots that require minimal EERSO.
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Affiliation(s)
- Tzu-Ling Huang
- Graduate Institute of Management, Chang Gung University, Taoyuan, Taiwan
| | - Chieh-Ni Wu
- Department of Industrial and Business Management, Chang Gung University, Taoyuan, Taiwan
| | - I-Chen Lee
- Department of Industrial and Business Management, Chang Gung University, Taoyuan, Taiwan.,Craniofacial Research Center, Chang Gung Memorial Hospital at Linkou, Taoyuan, Taiwan
| | | | | | - Lun-Hui Ho
- Department of Nursing, Chang Gung Memorial Hospital, Linkou, Taiwan.,Adjunct Lecturer, Department of Nursing, Chang Gung University of Science and Technology, Taoyuan, Taiwan
| | - Gen-Yih Liao
- Department of Information Management, Chang Gung University, Taoyuan, Taiwan.,Department of Nursing, Chang Gung Memorial Hospital, Taoyuan Branch, Taoyuan, Taiwan
| | - Ching-I Teng
- Graduate Institute of Management, Chang Gung University, Taoyuan, Taiwan.,Department of Physical Medicine and Rehabilitation, Chang Gung Memorial Hospital, Linkou, Taiwan.,Department of Business and Management, Ming Chi University of Technology, Taiwan
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The Moderation of Perceived Comfort and Relations with Patients in the Relationship between Secure Workplace Attachment and Organizational Citizenship Behaviors in Elderly Facilities Staff. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19020963. [PMID: 35055787 PMCID: PMC8775680 DOI: 10.3390/ijerph19020963] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/09/2021] [Revised: 01/10/2022] [Accepted: 01/11/2022] [Indexed: 11/17/2022]
Abstract
This study focuses on caregivers who work in residential facilities (RFs) for the elderly, and specifically on their organizational citizenship behaviors (OCBs) in relation to their interaction respectively with the overall context (workplace attachment dimension), the spatial-physical environment (perceived environmental comfort), and the social environment (relationship with patients). A sample of health care workers (medical or health care specialists, nurses, and office employees, n = 129) compiled a self-report paper-pencil questionnaire, which included scales measuring the study variables. The research hypotheses included secure workplace attachment style as independent variable, OCBs as the dependent variable, and perceived comfort and relations with patients as moderators. Results showed that both secure workplace attachment and perceived comfort promote OCBs, but the latter counts especially as a compensation of an insecure workplace attachment. As expected, difficult relationships with patients hinder the relationship between secure workplace attachment style and OCBs. In sum, our study highlights the importance of the joint consideration of the psychological, social, and environmental dimensions for fostering positive behaviors in caregivers employed in elderly care settings.
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Steinskog TLD, Tranvåg O, Ciliska D, Nortvedt MW, Graverholt B. Integrated knowledge translation in nursing homes: exploring the experiences of practice development nurses. BMC Health Serv Res 2021; 21:1283. [PMID: 34844600 PMCID: PMC8628377 DOI: 10.1186/s12913-021-07282-7] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2021] [Accepted: 11/11/2021] [Indexed: 11/24/2022] Open
Abstract
Background Practice Development Nurses (PDNs) in Norwegian nursing homes (NHs) hold a specific responsibility for knowledge translation in this increasingly complex healthcare setting. They were involved as end users in an integrated knowledge translation (IKT) study, developing, testing and evaluating the IMPAKT (IMPlementation of Action to Knowledge Translation) intervention. PDNs participated in an educational programme tailored to their own defined needs. In a second intervention component, the PDNs applied their new skills with facilitation, in implementing the National Early Warning Score (NEWS2) in their respective NHs. The aim of this study was to explore 1) the PDNs’ experiences of participating in an IKT educational intervention, and 2) how they applied the learning in planning, tailoring and initial implementation of the NEWS2. Methods This is a qualitative exploratory study based on a phenomenological hermeneutical method. Study participants were PDNs working in the nine NHs in the intervention group of the IMPAKT trial. We conducted nine in-depth interviews and eight non-participatory observational sessions of the intervention delivery. Results The PDNs expressed that the educational programme met their needs and enhanced their understanding about leading knowledge translation (KT). They reported a move from operating in a “big black box of implementation” to a professional and structured mode of KT. The gamechanger was a shift from KT as the PDNs’ individual responsibility to KT as an organizational matter. The PDNs reported enhanced competencies in KT and in their ability to involve and collaborate with others in their facility. Organizational contextual factors challenged their KT efforts and implementation of the NEWS2. Conclusions This study demonstrates that an IKT approach has the potential to advance and improve staff competencies and NH readiness for KT. However, individual motivations and competencies were challenged within an organizational culture which was less receptive to this new leadership role and level of KT activity. Supplementary Information The online version contains supplementary material available at 10.1186/s12913-021-07282-7.
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Affiliation(s)
| | - Oscar Tranvåg
- Western Norway University of Applied Sciences, P.O. Box 7030, N-5020, Bergen, Norway.,Norwegian Research Centre for Women's Health, Oslo University Hospital, Rikshospitalet, P.O. Box 4950 Nydalen, 0424, Oslo, Norway
| | - Donna Ciliska
- Western Norway University of Applied Sciences, P.O. Box 7030, N-5020, Bergen, Norway.,McMaster University, 1280 Main St W, Hamilton, ON, L8S 4L8, Canada
| | | | - Birgitte Graverholt
- Western Norway University of Applied Sciences, P.O. Box 7030, N-5020, Bergen, Norway
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Individual and organizational factors of nurses' job satisfaction in long-term care: A systematic review. Int J Nurs Stud 2021; 123:104073. [PMID: 34536909 DOI: 10.1016/j.ijnurstu.2021.104073] [Citation(s) in RCA: 39] [Impact Index Per Article: 13.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2021] [Revised: 08/09/2021] [Accepted: 08/20/2021] [Indexed: 11/20/2022]
Abstract
BACKGROUND In long-term care facilities, nurses' job satisfaction predicts staff turnover, which adversely affects resident outcomes. Thus, it is important to develop a comprehensive understanding of factors affecting nurses' job satisfaction in long-term care facilities. OBJECTIVES To analyze factors associated with job satisfaction among nurses in nursing homes from individual and organizational perspectives utilizing a deductive approach. DESIGN Systematic literature review SETTING: Nursing homes. PARTICIPANTS Registered nurses and licensed practical nurses in nursing homes. METHODS A systematic literature review of seven online databases (EMBASE, CINAHL, PsychINFO, MEDLINE, PubMed, Scopus, and Web of Science) to July 23, 2020 was conducted. Studies were included if they examined factors associated job satisfaction in the target population and setting. Decision rules on how to determine factors important to nurse job satisfaction were developed a priori. Two team members independently screened the publications for inclusion, extracted data, and assessed included publications for methodological quality; conflicts were resolved through a consensus process and consultation of the third senior team member when needed. RESULTS Twenty-eight studies were included. Of these, 20 studies were quantitative, 6 were qualitative, and 2 were mixed methods. Factors associated with job satisfaction were grouped into two categories: individual and organizational. Individual factors significantly associated with job satisfaction were age, health status, self-determination/autonomy, psychological empowerment, job involvement, work exhaustion, and work stress. Individual factors identified as not important or equivocal were gender and experience as a nurse/in aged care. No organizational factors were identified as important for nurses' job satisfaction. Facility ownership, supervisor/manager support, resources, staffing level, and social relationships were identified as equivocal or not important. Findings from qualitative studies identified relationship with residents as an important factor for job satisfaction. CONCLUSIONS/IMPLICATIONS Factors identified as important to nurses' job satisfaction differ from those reported among care aides in nursing homes and nurses employed in acute care settings, suggesting that there is a need for unique approaches to enhance nurses' job satisfaction in nursing homes.
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Steinskog TLD, Tranvåg O, Nortvedt MW, Ciliska D, Graverholt B. Optimizing a knowledge translation intervention: a qualitative formative study to capture knowledge translation needs in nursing homes. BMC Nurs 2021; 20:106. [PMID: 34154569 PMCID: PMC8218383 DOI: 10.1186/s12912-021-00603-5] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2020] [Accepted: 05/19/2021] [Indexed: 11/11/2022] Open
Abstract
Background Knowledge translation (KT) has emerged as an important consideration to reduce knowledge-to-practice gaps in healthcare settings. Research on KT approaches in nursing homes (NHs) is lacking. There is a need to understand the challenges faced in NHs and how these can be managed. This study is part of the larger IMPAKT (IMPlementation and Action for Knowledge Translation) study which addresses KT in NHs. The aim of the study presented here was to identify crucial staff and organizational needs in order to inform the development of a KT intervention in NHs. Methods A multimethod qualitative approach was applied. We invited practice development nurses (PDNs) to describe current practice, and to identify problems and needs concerning KT in NHs. We followed the recommendations of the development phase of the MRC framework for developing complex interventions. Data were collected through four focus groups and participatory observations in six NHs. Analysis was conducted according to structural thematic analysis based on a phenomenological hermeneutic method. Results We identified three themes that expressed the PDNs’ perceived needs for successful KT implementation: (1) narrowing the PDN role, (2) developing an EBP culture and (3) establishing collaborative alliances. Nine subthemes derived from the PDNs’ experiences and current practice, illustrating needs at individual, relational and organizational levels. Conclusions Rigorous development of complex interventions may add relevance to the intervention, increase the likelihood of success and reduce research waste. Insight into the NH context and organization have helped us define problems and articulate needs that must be addressed when tailoring the IMPAKT intervention. Trial registration The IMPAKT trial was retrospectively registered in the ISRCTN Registry (Trial ID: 12,437,773) on March 19th, 2020. Supplementary Information The online version contains supplementary material available at 10.1186/s12912-021-00603-5.
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Affiliation(s)
| | - Oscar Tranvåg
- Western Norway University of Applied Sciences, P.O Box 7030, N-5020, Bergen, Norway.,Norwegian Research Centre for Women's Health, Oslo University Hospital, Rikshospitalet, P.O. Box 4950, Nydalen, 0424, Oslo, Norway
| | | | - Donna Ciliska
- Western Norway University of Applied Sciences, P.O Box 7030, N-5020, Bergen, Norway.,McMaster University, 1280 Main St W, L8S 4L8, Hamilton, ON, Canada
| | - Birgitte Graverholt
- Western Norway University of Applied Sciences, P.O Box 7030, N-5020, Bergen, Norway.,VID Specialized University, P.O. Box 184, Vinderen, NO-0319, Oslo, Norway
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Pardo-Garcia I, Martinez-Lacoba R, Escribano-Sotos F. Socioeconomic Factors Related to Job Satisfaction among Formal Care Workers in Nursing Homes for Older Dependent Adults. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18042152. [PMID: 33672101 PMCID: PMC7927119 DOI: 10.3390/ijerph18042152] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/09/2020] [Revised: 02/06/2021] [Accepted: 02/11/2021] [Indexed: 11/17/2022]
Abstract
Population ageing is increasing the demand for dependent care. Aged care nursing homes are facilities that provide formal care for dependent older persons. Determining the level of job satisfaction among workers in nursing homes and the associated factors is key to enhancing their well-being and the quality of care. A cross-sectional survey was administered online to nursing home workers (n = 256) in an inland region of Spain over the period from February to May 2017. The questionnaire collected data on sociodemographic variables and others related to training and job satisfaction. The results show that most of the care is delivered by women with a medium level of education. A total of 68% of workers had received formal training, although a significant percentage (65%) thought this was not useful. The highest level of satisfaction was found to be related to users and co-workers. Our factor analysis revealed that the satisfaction components are decision-making, working conditions—e.g., schedule—and the work environment—e.g., relationship with coworkers—. Length of service and working with highly dependent persons are negatively associated with these components. Working in social health care is negatively related to decision-making and working conditions. Training, in contrast, is positively associated with these components. Care is a job that requires appropriate training and preparation to provide quality assistance and to guarantee workers’ well-being.
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Affiliation(s)
- Isabel Pardo-Garcia
- Facultad de Ciencias Económicas y Empresariales, Universidad de Castilla-La Mancha, 02071 Albacete, Spain; (I.P.-G.); (F.E.-S.)
- Departamento de Economía Política, Hacienda Pública, Estadística Económica y Empresarial y Política Económica, Universidad de Castilla-La Mancha, 02071 Albacete, Spain
- Centro de Estudios Sociosanitarios (CESS), Universidad de Castilla-La Mancha, 02071 Albacete, Spain
- Grupo de Investigación en Economía, Alimentación y Sociedad (GEAS), Universidad de Castilla-La Mancha, 02071 Albacete, Spain
| | - Roberto Martinez-Lacoba
- Facultad de Ciencias Económicas y Empresariales, Universidad de Castilla-La Mancha, 02071 Albacete, Spain; (I.P.-G.); (F.E.-S.)
- Centro de Estudios Sociosanitarios (CESS), Universidad de Castilla-La Mancha, 02071 Albacete, Spain
- Grupo de Investigación en Economía, Alimentación y Sociedad (GEAS), Universidad de Castilla-La Mancha, 02071 Albacete, Spain
- Departamento de Análisis Económico y Finanzas, Universidad de Castilla-La Mancha, 02071 Albacete, Spain
- Correspondence:
| | - Francisco Escribano-Sotos
- Facultad de Ciencias Económicas y Empresariales, Universidad de Castilla-La Mancha, 02071 Albacete, Spain; (I.P.-G.); (F.E.-S.)
- Centro de Estudios Sociosanitarios (CESS), Universidad de Castilla-La Mancha, 02071 Albacete, Spain
- Grupo de Investigación en Economía, Alimentación y Sociedad (GEAS), Universidad de Castilla-La Mancha, 02071 Albacete, Spain
- Departamento de Análisis Económico y Finanzas, Universidad de Castilla-La Mancha, 02071 Albacete, Spain
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Penconek T, Tate K, Bernardes A, Lee S, Micaroni SPM, Balsanelli AP, de Moura AA, Cummings GG. Determinants of nurse manager job satisfaction: A systematic review. Int J Nurs Stud 2021; 118:103906. [PMID: 33765624 DOI: 10.1016/j.ijnurstu.2021.103906] [Citation(s) in RCA: 46] [Impact Index Per Article: 15.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/10/2020] [Revised: 02/10/2021] [Accepted: 02/16/2021] [Indexed: 11/30/2022]
Abstract
BACKGROUND Front-line nurse managers provide direct oversight of healthcare delivery to ensure organizational expectations are implemented to achieve optimal patient and staff outcomes. Ensuring the job satisfaction of front-line nurse managers is key to retaining these individuals in their roles. Understanding factors influencing job satisfaction of nurse managers can support the development and implementation of strategies to enhance job satisfaction and sustain retention. OBJECTIVES We aimed to systematically review the empirical literature measuring determinants of job satisfaction among nurse managers. DESIGN We conducted a systematic review using 11 electronic databases. DATA SOURCES Electronic databases included ABI Inform, Academic Search Premier, CINAHL, EMBASE, ERIC, Health Source Nursing, Medline, ProQuest Dissertations and Theses, PsychINFO, and LILACS. REVIEW METHODS We included research articles that examined the determinants of job satisfaction for front-line nurse managers. Two research team members independently reviewed and determined inclusion of each study. Each study was appraised independently for quality by two team members. Data extraction was completed for included studies. Content analysis was used to categorize factors associated with job satisfaction of nurse managers. RESULTS A total of 5608 articles were screened for inclusion or exclusion. Thirty-eight studies were included. One hundred and one factors influencing nurse manager job satisfaction were reported in the included studies. Factors were grouped into three main categories: job characteristics, organizational characteristics, and personal characteristics. Most factors were examined in single studies or their relationship with job satisfaction was equivocal. However, across these categories, findings included significant positive relationships between autonomy, power, social support among team members and job satisfaction of front-line nurse managers. A significant negative relationship between job stress and nurse manager job satisfaction was indicated in the findings. CONCLUSIONS Promoting autonomy, power to make decisions for change, social support, team cohesion, and strategies to reduce job stress may improve job satisfaction of front-line nurse managers. Innovative solutions such as co-management and targeted administrative and electronic resources warrant further investigation. Promoting prosocial group behaviours, team building, coaching and the implementation of wellness programs may improve social support, team cohesion, and wellbeing. Examining factors of nurse managers job satisfaction beyond the acute care setting could provide further insights into the role that the practice environment plays in nurse manager job satisfaction. TWEETABLE ABSTRACT Promoting autonomy, power to effect decisions for change, social support, team cohesion, and strategies to reduce job stress are important drivers of job satisfaction of front-line managers.
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Affiliation(s)
- Tatiana Penconek
- Faculty of Nursing, Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave NW, Edmonton, Alberta T6G 1C9, Canada
| | - Kaitlyn Tate
- Faculty of Nursing, Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave NW, Edmonton, Alberta T6G 1C9, Canada
| | - Andrea Bernardes
- Ribeirao Preto College of Nursing, University of Sao Paulo, R. da Reitoria, 374, Cidade Universitaria, Butanta, Sao Paulo, SP 05508-220, Brazil
| | - Sarah Lee
- Department of Nutrition, Dietetics and Food, School of Clinical Sciences at Monash Health, Monash University, Level 1, 264 Ferntree Gully Rd, Notting Hill, VIC 3168, Australia
| | - Simone P M Micaroni
- Faculty of Nursing, Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave NW, Edmonton, Alberta T6G 1C9, Canada
| | - Alexandre P Balsanelli
- Paulista School of Nursing, Federal University of Sao Paulo, R. Sena Madureira, 1500 - Vila Clementino, São Paulo, SP, 04021-001, Brazil
| | - Andre A de Moura
- Ribeirao Preto College of Nursing, University of Sao Paulo, R. da Reitoria, 374, Cidade Universitaria, Butanta, Sao Paulo, SP 05508-220, Brazil
| | - Greta G Cummings
- Faculty of Nursing, Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave NW, Edmonton, Alberta T6G 1C9, Canada.
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Lee K, Mileski M, Fohn J, Frye L, Brooks L. Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review. Healthcare (Basel) 2020; 8:healthcare8040360. [PMID: 32987752 PMCID: PMC7712567 DOI: 10.3390/healthcare8040360] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/30/2020] [Revised: 09/10/2020] [Accepted: 09/21/2020] [Indexed: 12/19/2022] Open
Abstract
Previous literature has shown how associate engagement has positively impacted on productivity, job satisfaction, safety, retention, consumer sentiment, and financial performance in hospitals and healthcare systems. However, a lack of research showing the relationship between associate engagement and job satisfaction within the long-term care environment has existed. Our objective was to investigate characteristics within the long-term care environment that promote and detract from associate job satisfaction and extrapolate the best practices in maintaining job satisfaction and engagement. This systematic review queried CINAHL, PubMed (MEDLINE), and Academic Search Ultimate databases for peer-reviewed publications for facilitators and barriers commensurate with employee job satisfaction in long-term care facilities using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and the Kruse Protocols. The authors identified 11 facilitators for job satisfaction and 18 barriers to job satisfaction in the 60 selected articles. The top four facilitators were Supportive Leadership, Capable and Motivated Employees, Positive Organizational Values, and Social Support Mechanisms. The top four barriers were condescending management style, high job demands, lack of self-care, and lack of training with medically complex patients. The systematic review revealed the importance of maintaining satisfied employees in the long-term care workplace through am emphasis leadership and on the facilitators identified to best serve their associates and improve care for residents.
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Yoon S, Khan MM. The Effect of Organizational Values, Work-Related Compensation, and Benefits on Job Satisfaction of Home Health Aides. HOME HEALTH CARE MANAGEMENT AND PRACTICE 2019. [DOI: 10.1177/1084822319890101] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Although the work of home health aides is very demanding physically and emotionally, they rarely receive support from peers or from the organizations for which they work. This study is aimed at examining the influence of organizational values and work-related compensation on job satisfaction of home health aides. A total of 3,377 home health aides and 1,036 home health agencies were selected from the nationally representative sample. The number of work-related fringe benefits was highly associated with job satisfaction of home health aides. Household income was found to be negatively associated with job satisfaction. Significant cross-level interaction effects revealed that hourly wage had a stronger relationship with job satisfaction when individual home health aides worked for agencies that were perceived to recognize the value of home health aides. We conclude that organizational values significantly moderate the relationship between work-related factors and job satisfaction. The findings suggest that home health care facility leaders need to recognize explicitly the value of home health workers, to provide them with additional fringe benefits so that workers feel valued and to adopt a patient assignment system that allows strengthening of patient-worker bonds for enhancing home health aides’ job satisfaction.
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