Job Satisfaction of HIMs Working in Victorian Hospitals

1997 ◽  
Vol 27 (3) ◽  
pp. 116-121 ◽  
Author(s):  
Janine Carter
Keyword(s):  
Professional Development ◽  
Job Satisfaction ◽  
Health Information ◽  
Performance Feedback ◽  
Task Design ◽  
The State ◽  
Satisfaction Questionnaire ◽  
General Satisfaction ◽  
Demand For Health

The growing demand for Health Information Managers (HIMs) in Victorian hospitals has increased the importance of job satisfaction in maximising performance and ensuring high retention levels both within the profession and the state. This report outlines the results of a job satisfaction questionnaire completed by a sample of HIMs working in Victorian hospitals. The questionnaire focuses on task design, autonomy, performance feedback and professional development opportunities. While the study demonstrates a scope for improvement, it also highlights the general satisfaction of the Victorian HIM population.

scholarly journals Satisfação no trabalho de professores de educação física da educação básica da Grande Florianópolis (Brasil)

2019 ◽  
Vol 17 (1) ◽  
pp. 159-166
Author(s):  
Ana Carolina Gesser ◽  
Raquel Krapp do Nascimento ◽  
Juliana Regina Silva Guimarães ◽  
Jorge Both ◽  
Alexandra Folle
Keyword(s):  
Professional Development ◽  
Job Satisfaction ◽  
Physical Education ◽  
Basic Education ◽  
Descriptive Analysis ◽  
Statistical Treatment ◽  
The State ◽  
Metropolitan Region ◽  
Physical Education Teachers ◽  
State Education

Objetivo: Analisar a satisfação no trabalho, considerando o vínculo empregatício, o tempo de serviço na rede estadual de ensino e os ciclos de desenvolvimento profissional, de professores de Educação Física. Métodos: A amostra foi constituída por 140 docentes vinculados à Coordenadoria Regional de Educação da Grande Florianópolis, Brasil. Na coleta de dados, utilizou-se a Escala de Avaliação da Qualidade de Vida no Trabalho Percebida por Professores de Educação Física do Ensino Fundamental e Médio e um questionário sociodemográfico. No tratamento estatístico, empregou-se análise descritiva (frequência relativa e absoluta, mediana, primeiro e terceiro quartil) e inferencial (Qui-quadrado para grupo único com referência de 50,0% para os grupos e teste Prova U de Mann-Whitney). Resultados: As informações obtidas revelaram que, na dimensão condições de trabalho, os professores efetivos se encontravam mais insatisfeitos. Além disso, na dimensão trabalho e espaço total de vida os professores com quatro a 10 anos de atuação na rede de ensino se mostraram insatisfeitos, enquanto docentes com 11 anos ou mais de atuação estavam satisfeitos. Os ciclos de desenvolvimento profissional não apresentaram diferenças estatísticas em relação às dimensões da satisfação no trabalho. Conclusão: A satisfação no trabalho de professores de Educação Física está associada ao vínculo empregatício e ao tempo de serviço na rede estadual, mas não está associada aos ciclos de desenvolvimento profissional docente.ABSTRACT. Job satisfaction of physical education teachers of basic education in the Metropolitan region of Florianópolis (Brazil). Objective: to analyze the job satisfaction, considering the employment bond, the time of service in the state education network and the cycles of professional development, of Physical Education teachers. Methods: the sample consisted of 140 teachers linked to the Regional Education Coordination in the Metropolitan region of Florianópolis, Brazil. Data collection, we used the Quality of Life at Work Perceived for Physical Education Teachers of Elementary and Secondary Teaching and a sociodemographic questionnaire. In the statistical treatment, descriptive analysis (relative and absolute frequency, median, first and third quartile) and inferential (Chi-square for single group with reference of 50.0% for groups and Mann-Whitney test U test). Results: the information obtained showed that, in terms of working conditions, effective teachers were more dissatisfied. Moreover, in the work dimension and total living space, teachers with four to 10 years of teaching activity were dissatisfied, while teachers with 11 years or more of work were satisfied. The professional development cycles did not present statistical differences in relation to the dimensions of job satisfaction. Conclusion: the job satisfaction of Physical Education teachers is associated with employment and length of service in the state, but is not associated with teacher professional development cycles. 

Motivasi dan kepuasan kerja pegawai puskesmas BLUD dan non-BLUD Kabupaten Semarang

2018 ◽  
Vol 2 (3) ◽  
pp. 111
Author(s):  
Aswindar Adhi Gumilang ◽  
Tri Pitara Mahanggoro ◽  
Qurrotul Aini
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Financial Management ◽  
Work Motivation ◽  
P Value ◽  
The Public ◽  
The Status ◽  
The Difference ◽  
Demand For Health ◽  
Public Demand

The public demand for health service professionalism and transparent financial management made some Puskesmas in Semarang regency changed the status of public health center to BLUD. The implementation of Puskesmas BLUD and non-BLUD requires resources that it can work well in order to meet the expectations of the community. The aim of this study is to know the difference of work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD. Method of this research is a comparative descriptive with a quantitative approach. The object of this research are work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD Semarang regency. This Research showed that Sig value. (P-value) work motivation variable was 0.019 smaller than α value (0.05). It showed that there was a difference of work motivation of employees in Puskemas BLUD and non-BLUD. Sig value (P-value) variable of job satisfaction was 0.020 smaller than α value (0.05). It showed that there was a difference of job satisfaction of BLUD and non-BLUD. The average of non-BLUD employees motivation were 76.59 smaller than the average of BLUD employees were 78.25. The average of job satisfaction of BLUD employees were 129.20 bigger than the average of non-BLUD employee were 124.26. Job satisfaction of employees in Puskesmas BLUD was higher than non-BLUD employees.

The relationship between staff organizational loyalty and job satisfaction and enthusiasm

2020 ◽  
Vol 2-3 (20) ◽  
pp. 101-110
Author(s):  
Andrii Trofimov ◽  
◽  
Alina Strymetska ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Relationship Satisfaction ◽  
Market Economy ◽  
Significant Relationship ◽  
Work Conditions ◽  
Satisfaction Questionnaire ◽  
Organizational Loyalty ◽  
The Relationship

Introduction. In a market economy, staff organizational loyalty is one of the key challenges. Aim. To explore the relationship between staff organizational loyalty and their job satisfaction and enthusiasm. Methods: J. Meyer and N. Allen Scale of Organizational Loyalty, Utrecht Scale of Work Enthusiasm, and Integral Job Satisfaction questionnaire. Results. There is a statistically significant relationship between staff job satisfaction and organizational loyalty. Overall staff organizational loyalty has been shown to relate with such scales of work enthusiasm as "energy", "commitment", and "general enthusiasm". Conclusions. Staff organizational loyalty significantly correlates with staff job satisfaction (in particular, with such components of job satisfaction as job achievement satisfaction, colleagues relationship satisfaction, and work conditions satisfaction) and work enthusiasm (in particular, with staff organizational commitment).

Japanese-language videos on YouTube as a source of public health information for COVID-19 (Preprint)

2020 ◽  
Author(s):  
Takeo Yasu
Keyword(s):  
Public Health ◽  
Health Information ◽  
Scientific Evidence ◽  
The State ◽  
Video Content ◽  
Sources Of Information ◽  
State Of Emergency ◽  
Public Health Information ◽  
Youtube Videos ◽  
Spread Of Infection

BACKGROUND Serious public health problems, such as the COVID-19 pandemic, can cause an infodemic. Sources of information that may cause an infodemic include social networking services; YouTube, which consists of content created and uploaded by individuals, is one such source. OBJECTIVE To survey the content and changes in YouTube videos that present public health information about COVID-19 in Japan. METHODS We surveyed YouTube content regarding public health information pertaining to COVID-19 in Japan. YouTube searches were performed on March 6, 2020 (before the state of emergency), April 14 (during the state of emergency), and May 27 (after the state of emergency was lifted), with 136, 113, and 140 sample videos evaluated, respectively. The main outcome measures were: (1) The total number of views for each video, (2) video content, and (3) the usefulness of the video. RESULTS In the 100 most viewed YouTube videos during the three periods, the number of videos on public health information in March was significantly higher than in May (p = .02). Of the 331 unique videos, 9.1% (n = 30) were released by healthcare professionals. Useful videos providing public health information about the prevention of the spread of infection comprised only 13.0% of the sample but were viewed significantly more often than not useful videos (p = .006). CONCLUSIONS Individuals need to take care when obtaining information from YouTube before or early in a pandemic, during which time scientific evidence is scarce.

It’s Time to Talk to Prehospital Providers: Feedback Disparities among Ground-Based Emergency Medical Services Providers and its Impact on Job Satisfaction

2021 ◽  
pp. 1-9
Author(s):  
Sarayna S. McGuire ◽  
Anuradha Luke ◽  
Aaron B. Klassen ◽  
Lucas A. Myers ◽  
Aidan F. Mullan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Patient Care ◽  
Emergency Medical Services ◽  
Performance Feedback ◽  
Life Support ◽  
Clinical Care ◽  
Medical Services ◽  
The Past ◽  
Emergency Medical ◽  
Overall Job Satisfaction

Abstract Objective: Performance feedback on clinical care and patient outcomes is a cornerstone of medical education, yet it remains lacking in the prehospital environment. Research seeking to establish the quantity of feedback provided to Emergency Medical Services (EMS) has been limited and studies focused on complimentary feedback or how feedback relates to EMS job satisfaction are lacking. The objectives of this study were to measure the frequency and nature of feedback received by EMS agencies and to identify the importance of receiving feedback as it relates to EMS job satisfaction. Methods: This was an anonymous, survey-based study of twenty-nine Basic Life Support (BLS) and fifteen Advanced Life Support (ALS) agencies located in Southeastern Minnesota (USA). Descriptive statistics and Fisher exact tests were used. The study was deemed exempt by the Mayo Clinic Institutional Review Board. Results: Ninety-four responses were included from nineteen different EMS agencies, including sixty-one (64.9%) paramedics and thirty-three (35.1%) emergency medical technicians (EMTs). One-half of all respondents reported that they had not received any type of feedback in the past 30 days, while another 43.6% of respondents indicated that they had only received feedback one to three times in the same time period. Twenty (60.6%) EMTs reported receiving no feedback in the past 30 days, compared with twenty-seven (44.3%) paramedics (P = .123). Of respondents receiving feedback, 65.9% reported never or rarely receiving positive reinforcing feedback and 60.6% reported never or rarely receiving constructive criticism or feedback regarding something that did not go well with patient care or transport. The majority of respondents were dissatisfied with the quantity (86.1%) and quality (73.4%) of feedback received. An overwhelming majority (93.6%) indicated that feedback on patient care or outcomes was important in influencing their overall job satisfaction. This high importance was maintained across all demographic groups. Conclusion: Within the cohort of survey respondents, a paucity of feedback received by EMS personnel is a source of dissatisfaction for EMS providers. Feedback on patient care strongly relates to overall job satisfaction. These findings suggest system-wide opportunities for structured feedback processes, focusing upon both quality and quantity of delivered feedback, to improve both patient care and staff satisfaction.

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