Relative magnitude of presenteeism and absenteeism and work-related factors affecting them among health care professionals

2010 ◽  
Vol 84 (2) ◽  
pp. 225-230 ◽  
Author(s):  
Iina Rantanen ◽  
Risto Tuominen
Keyword(s):  
Health Care ◽  
Health Care Professionals ◽  
Relative Magnitude ◽  
Related Factors ◽  
Factors Affecting ◽  
Work Related

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

Prevalence of Work Related Low Back Pain in Healthcare Professionals

2020 ◽  
pp. 26-30
Author(s):  
OJS Admin
Keyword(s):  
Health Care ◽  
Low Back Pain ◽  
Back Pain ◽  
Health Care Professionals ◽  
Healthcare Professionals ◽  
Preventive Measures ◽  
The Other ◽  
Low Back ◽  
Work Related ◽  
Causative Factors

Health care professionals experience more low back pain than most of the other groups. Occupational and social stresses, no use of preventive measures, poor body mechanics, excessive movements and not seeking medical care are considered as the causative factors for back pain.

Frequency of Work Related Musculoskeletal Wrist Pain Among Health Care Professionals of Lahore Pakistan

2020 ◽  
pp. 35-39
Author(s):  
OJS Admin
Keyword(s):  
Health Care ◽  
High Risk ◽  
Health Care Professionals ◽  
Hard Work ◽  
Wrist Pain ◽  
Repetitive Movement ◽  
Work Related ◽  
Very High

The wrist and hand work related musculoskeletal (MSK) problems are very high in individuals performing prolonged hand task and repeated movements. The profession required manual dealing with additionally repetitive movement and hard work are at high risk of developing work related MSK problems.

scholarly journals Using the Job Demands–Resources Model to Evaluate Work-Related Outcomes Among Norwegian Health Care Workers

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402094743
Author(s):  
Sabine Kaiser ◽  
Joshua Patras ◽  
Frode Adolfsen ◽  
Astrid M. Richardsen ◽  
Monica Martinussen
Keyword(s):  
Job Satisfaction ◽  
Health Care ◽  
Service Quality ◽  
Health Care Professionals ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Work Related

The job demands-resources (JD-R) model was used to evaluate work-related outcomes among 489 health care professionals working in public health services for children and their families in Norway. In accordance with the JD-R model, the relationship of job demands and job resources with different outcomes (turnover intention, job satisfaction, and service quality) should be mediated through burnout and engagement. The results of the multilevel structural equation model analysis indicated good model fit: The χ2/degrees of freedom ratio was 1.54, the root mean square error of approximation was .033, and the Tucker Lewis index and comparative fit index were both .92. Job demands were positively associated with burnout; job resources were positively related to engagement and negatively related to burnout. Burnout was positively related to turnover intention and negatively related to job satisfaction and service quality. Engagement was inversely related to the outcome variables. Both job demands and job resources are important predictors of employee well-being and organizational outcomes.

scholarly journals Social- and healthcare managers' work wellbeing – literature review and key informant interviews

2020 ◽  
Vol 13 (6) ◽  
pp. 633-648
Author(s):  
Niina Herttuala ◽  
Lauri Kokkinen ◽  
Anne Konu
Keyword(s):  
Literature Review ◽  
Literature Search ◽  
Organizational Factors ◽  
International Studies ◽  
Systematic Literature Search ◽  
Healthcare Organizations ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related

PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.

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