MN 7181 - People and organization - Determinants of job satisfaction and its outcome in Health services
MN 7181- People and Organization - Determinants of Job Satisfaction and its Outcome in health services
In the health care scenario the employee job satisfaction remains complex to be defined and explained. However there is strong positive association between job performance and job satisfaction. In addition there is some association with absenteeism, employee turnover and union activity( Pillay,2008). The job satisfaction of the professionals of health care industry is variable on the level of education, organizational structure, working hours, work experience and promotional & compensation policies according to studies all over the world( Ali & Mohammad, 2006). Attractive promotional schemes and opportunities for professional development have high level influence on job satisfaction( Ali & Wajidi, 2013).
The organizational Structure with insufficient resources and supplies, poor infrastructure, outdated leadership style of administration with bureaucratic management, lack motivation and promotion, poor interaction among team members and supervisors and inadequate training opportunities are the major reasons for high level of dissatisfaction in health care setting. In addition grossly inadequate staff is also a major determinant( Almeshet et al., 2011). However in some professionals like general practitioners in United Kingdom the increased paperwork and hospital referrals were found to be the major barriers for the job satisfaction. Interestingly the male general practitioners were having less job satisfaction compared to female general practitioners( Cooper et al., 1989).
The leadership style has a very serious impact on the health care scenario. The transactional leadership style with contingent reward and punishment behavior has got limitations in application to current health care setting although it was the tradition. The transformational leadership style with visionary manager with a compliant group of subordinates would flourish with innovative thinking. This would lead to higher job satisfaction and carrier satisfaction. There is also intellectual stimulation with the feeling of achievement of professional goals and advancement of the carrier with skill development( Riaz & Haider,
The ultimate outcome of health care setting with all the efforts would be safe patient care with high quality. The transformational leadership is associated with increased job satisfaction of nurses and work place empowerment which directly related to less adverse events in the patient care like patient falls, medication errors, hospital acquired infections, pressure ulcers and patient or family complaints( Boamah et al.,
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References
- Pillay R(2008), Work satisfaction of professional nurses in South Africa; a comparatively analysis of the public and private sectors, Human Resources for health 7, pp 7-15.
- Ali M M & Mohammad H Y(2006), A Study of relationship between managers’ leadership style and employees job satisfaction, Leadership in health services 19(2), pp 11-28.
- Ali M R & Wajidi F A (2013), Factors influencing job satisfaction in Public Heath sector of Pakistan, Glabal Journal of Management and business research administration and management 13, pp 61-66.
- Alemshet Y et al.(2011), Job satisfaction and its determinants among health workers in Jimma University specialized hosp[ital, Southwest Ethiopia, Ethiop J Health Sci 21, pp 19-27.
- Cooper et al.(1989), Mental health, job satisfaction and job stress among general practitioners, British Medical Journal 298, pp 366-370.
- Riaz A & Haider M H (2010), Role of Transformational and transactional leadership on job satisfaction and career satisfaction, Business and Economic Horizons 1, pp 29-38.
- Boamah S A et al.(2017), Effect of Transformational leadership on job satisfaction and patient safety outcomes, Nursing Outlook 66(2), pp 180- 189
Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it is simply how content an individual is with his or her job, in other words, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Others believe it is not as simplistic as this definition suggests and instead that multidimensional psychological responses to one's job are involved. Researchers have also noted that job satisfaction measures vary in the extent to which they measure feelings about the job (effective job satisfaction). or cognition about the job (cognitive job satisfaction)
ReplyDeleteIt is fascinating and eye opening up with new dimension that Job satisfaction would be country oriented as discussed in the Blog with reference to Health Care Sector .As explained in the blog , it is agreed that long hour of work & routine Task would get job dissatisfaction further think that Job dissatisfaction are increased by low performance evaluation process ( in appropriate Score Card policies ( BSC ) and government intervention on structural changes and low individual focus on perspectives in Health care sector .New Literature relates to health care sector have bring up with reference to journals .Highly valuable task
ReplyDeletejob satisfaction has been connected to many subjects like productivity, absenteeism, lower staff turnover, higher productivity, increase customer satisfaction. this scenario higher job satisfaction equal to company benefits.it is important to that because a person's attitudes and beliefs may affect an employee's behaviors.
ReplyDeleteAccording to the literature, there are many factors related to job satisfaction in healthcare organisations; optimal work arrangements; the possibility to participate actively in the decision-making process; effective communication among staff and supervisors; and to be able to express freely one's opinion. Further, Collective problem-solving and management attitude are also essential to employee satisfaction.
ReplyDeleteOrganizations’ efficiency depends to a large extent on the morale of its employee. In this article it describe to greater extent. Very interesting & worth article.
ReplyDeleteAccording to my knowledge job satisfaction cannot be seen among employees of the health sector. It has been a great problem for the health sector in Sri Lanka.
ReplyDeleteJob satisfaction has been investigated as one of the most important factors for improving employee productivity within an organization. Several earlier studies have been conducted regarding investigation of employee job satisfaction in the healthcare professions.
ReplyDeleteInteresting article. well explained the job satisfaction on the employee who engaged with health service
ReplyDeleteNice elaboration on job satisfaction and its outcomes. As Sri Lankans we have bad and good experiences in the health care sector. Some people in hospitals treat the patients really nice and some are not. According to my point of view, the people who work in hospitals should really have rewarded as they are saving a persons life.
ReplyDeleteIn the metaanalysis of 13 studies in Taiwan, they list ten factors related to experienced turnover: poor promotion opportunity, work stress due to high workload, lack of continuing education, dissatisfaction with salary, superior, inflexible scheduling, administrative policies, recognition, unstable scheduling, and dissatisfaction with fringe benefits
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