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At least 217 records · Page 12Linked to original sources
PubMed2006

The match between motivation and performance management of health sector workers in Mali.

UNLABELLED: Human resources for health (HRH) play a central role in improving accessibility to services and quality of care. Their motivation influences this. In Mali, operational research was conducted to identify the match between motivation and the range and use of performance management activities. OBJECTIVES: To describe the factors motivating and demotivating health workers in Mali and match the motivators with the implementation of performance management. METHODS: First an exploratory qualitative study was conducted: 28 interviews and eight group discussions were held. This was followed by a cross-sectional survey, during which 370 health workers were interviewed. The study population consisted of health workers of eight professional groups. The following issues were investigated: motivating and demotivating factors; experiences with performance management, including: job descriptions, continuous education, supervision, performance appraisal and career development. FINDINGS: The study showed that the main motivators of health workers were related to responsibility, training and recognition, next to salary. These can be influenced by performance management (job descriptions, supervisions, continuous education and performance appraisal). Performance management is not optimally implemented in Mali, as job descriptions were not present or were inappropriate; only 13% of interviewees received 4x per year supervision, and training needs were not analysed. Some 48% of the interviewees knew their performance had been appraised in the last two years; the appraisals were perceived as subjective. No other methods were in place to show recognition. The results enabled the research team to propose adaptations or improvements upon existing performance management. CONCLUSION: The results showed the importance of adapting or improving upon performance management strategies to influence staff motivation. This can be done by matching performance management activities to motivators identified by operational research.

Journal Article↗
PubMedDate not supplied

Motivation and job satisfaction of deans of schools of nursing.

Factors influencing the job satisfaction of deans of schools of nursing were analyzed using the motivational theory of expectancy. A questionnaire was sent to 595 deans/directors of baccalaureate and higher degree schools of nursing accredited by the National League for Nursing. The three part questionnaire consisted of (1) Demographic data, (2) Motivation and Reward Scales, and (3) The Job Description Index. Significant relationships were found within each job satisfaction variable (P less than or equal to .05). The most significant and numerous relationships were found within the variable of pay or salary. Deans who had long tenure in their administrative positions and were associated with large universities and schools of nursing were also found to be statistically significant (P less than or equal to .05). A direct relationship between the scores on the Motivation and Reward Scale and the scores on the Job Description Index was supported. The individual and collective facets of job satisfaction were positively and significantly correlated (P less than or equal to .05) with motivation, providing support for the theoretical framework that proposes an interdependent relationship. Additional findings from regression analyses suggested that motivation is a significant predictor of job satisfaction.

Adult↗
PubMed2002

A synthetic vitreous fiber (SVF) occupational exposure database: implementing the SVF Health and Safety Partnership Program.

The Health and Safety Partnership Program is a voluntary workplace safety program for workers involved in the manufacture, fabrication, installation, and removal of glass wool and mineral wool products. This article describes one element of this Partnership Program, the development of an occupational exposure database that characterizes exposures by fiber type, industry sector, product type, and job description. Approximately 6000 exposure samples are included in the database, most of which were collected over the past decade, making it the most extensive and recent exposure data set on record for glass wool and mineral wool. The development of this database, as well as the initial results for exposure measurements segmented by product type and/or job description, are described. The current database shows that most applications and uses of glass wool and mineral wool involve exposures below the voluntary 1 f/cc permissible exposure limit, although some specific product types and job descriptions involve average exposures approaching the 1 f/cc limit.

Databases, Factual↗
PubMed1998

A job profile of home helps in the Netherlands.

Owing to many developments and changes in home care in the Netherlands, a national study on home help services was carried out. One of the aims was to examine the job content of the six new categories of home help, the differences in their work and the correspondence of daily practice with formal job descriptions. Six home help categories were examined: alpha helps; A home helps; B caring helps; C and D carers; and specialized E carers - self-registration forms and weekly reports were used for data-collection. For a period of 4 weeks, 458 home helps recorded on these forms all the activities they carried out during and outside home visits. The daily work of alpha helps, A home helps and B caring helps mainly involves housework and psycho-social/supportive activities, whilst B caring helps also carry out some personal care and C carers do some housework, personal care and psycho-social or supportive activities. The main work of D carers consists of personal care and psycho-social activities. Psycho-social activities are mainly carried out by specialized E carers, who also do housework, mostly together with the client. In daily practice, the four subordinate categories of home help carry out more psycho-social and reporting activities, and the three highest categories do more housework compared with their formal job descriptions. There also appears to be an overlap in the work of A home helps and B caring helps and in the work of C and D caters. An adjustment to formal job descriptions relating to the daily practice of home helpers is required, as well as more time for the extra activities home helps have to carry out. Finally, the overlap between various categories of home helps needs to be resolved whereby instead of six categories of home help, four new categories should be created.

Journal Article↗
PubMed1999

A content analysis of staff nurse descriptions of job satisfaction and dissatisfaction.

Job satisfaction of nurses has been studied, using quantitative methodology, but hospital staff nurse descriptions of the source of their job satisfaction and job dissatisfaction have rarely been examined. This study collected information from 30 staff nurses through semistructured, taped interviews. Using content analysis, interviews were coded and categories and themes were identified. Findings indicate that job satisfaction was derived from the following categories: patient care, environment, balanced workload, relations with coworkers, personal factors, salary and benefits, professionalism, cultural background of the nurse and career stage of the nurse. Themes related to patient care, the pace and variety in an acute care environment, relationships with coworkers and meeting personal and family needs were cited as particularly relevant to job satisfaction. Job dissatisfaction was primarily influenced by patient care, factors that interfere with the job and patient care, feeling overloaded, relations with coworkers, personal factors, organizational factors and the career stage of the nurse. Themes related to the following categories have the greatest influence on job dissatisfaction: feeling overloaded, factors that interfere with patient care, coworkers who do not provide good care and situations that feel unfair. The actual words of nurses were included to provide depth and substance to the categories and themes. A discussion was presented of the relationship of these findings to theory and to outcomes of quantitative research. These findings have implications for nursing practice, administration and education as the profession considers organizational and individual factors influencing nurses' feelings about their job and prepares for future nursing shortages.

Adult↗
PubMed1979

Cross-organizational job satisfactions of technician-level staff members.

Job satisfactions of technicians were assessed in three medium to large public residential facilities using the Job Descriptive Index. Technicians in a fourth, much smaller facility provided separate reliability and validity data on the Job Descriptive Index. In general, the job satisfactions of technicians as measured by this scale were lower than those of workers in industrial settings, particularly with respect to pay. Correlational analyses revealed no significant relationship between client characteristics and satisfaction scores. Staffing patterns did, however, affect technician satisfactions in several areas.

Humans↗
PubMed1993

Retrospective evaluation of occupational exposure to organic solvents: questionnaire and job exposure matrix.

Correct retrospective assignment of subjects to an exposure category is affected by a variety of problems: 1) lack of an objective lifetime measurement; 2) dependence upon the accuracy and thoroughness of the job description; 3) heavy reliance upon the knowledge of experts. The aim of the study was the quantification of the performance of a job exposure matrix (JEM) in evaluating solvent exposure, using expert judgements as the reference method. The sources of discrepancies between the two methods were analysed within the framework of two community-based case-control surveys. One included 765 cases of bladder cancer (BC) and 765 controls, the other 298 cases of glomerulonephritis (GN) and 298 controls. The JEM had been set up previously for a case-control study on laryngeal cancer and is based on 4000 discrete job titles. Comparison between the JEM and expert exposure evaluation was carried out for 2736 job periods in the BC study and 929 in the GN study. Categories of exposure for both experts and JEM were dichotomized, using different cutoff points for exposure and non-exposure. Prevalence of exposure as assessed by the experts was twice as high in the GN study (19%) as in the BC study (10%), showing the importance of the questionnaire design and of the inclusiveness of the definition of exposure. Sensitivity of the JEM vis-a-vis the experts was low (23-63%), whereas specificity was rather high (87-98%). The best concordance between the two methods was obtained with a specific dichotomy from the JEM and a narrow definition of exposure by the experts. Bias and loss of power resulting from JEM misclassifications were calculated with a theoretical population odds ratio of 3 and an exposure prevalence of 10%. If the experts' classification of the subjects according to exposure is assumed to be 100% correct, using the JEM led to a bias in estimating the odds ratio, ranging from 1.5 to 2.1, and to a loss of power equivalent to a reduction in the number of subjects by a factor of 5 to 10. Analysis of systematic discrepancies between exposure assessments of the experts and the JEM showed that they were clustered with some job categories and arose from different sources: 1) inadequate job descriptions, related to the codification system adopted and necessitating the gathering of information at the individual level; 2) true disagreements between JEM and experts regarding the definition of solvent exposure.(ABSTRACT TRUNCATED AT 400 WORDS)

Case-Control Studies↗
PubMed1997

The development and evaluation of the role of an advanced nurse practitioner in dementia--an action research project.

This action research project developed a new role of Advanced Nurse Practitioner (ANP) in dementia from first principles in response to the needs and requirements of the healthcare professionals already working in the service. In Phase 1 of the project, 42 workers were interviewed to determine their needs, hopes and fears of the role, from which a preliminary job description was constructed. In Phase 2, this role was implemented and continuously modified through regular reflective interviews with the ANP, resulting in some major changes to the original job description. In the final phase, the impact of the role was evaluated through interviews with patients who had used the new service, and questionnaires to the healthcare workers interviewed in Phase 1. The role that emerged from the project was therefore grounded in practice and proved to be an attractive proposition to the local healthcare trust.

Dementia↗
PubMed1976

Sex effects in leader behavior self-descriptions and job satisfaction.

This study investigated possible sex differences in leadership among supervisory employees (N = 72) of a large psychiatric hospital by comparing male and female self-descriptions of their own leader behaviors, as well as their satisfaction with various aspects of their jobs. Female leaders described themselves as performing more consideration and tolerance of uncertainty leader behaviors and as being more satisfied with co-workers than male leaders. The possibility, suggested by sex role stereotypes, that self-perceptions of consideration behavior for females and initiating structure for males are related to job satisfaction was not affirmed by the findings. Although some differences were found, the results generally support indications from studies based on subordinate descriptions that there actually may be few job-related differences between male and female leaders.

Empathy↗
PubMed1978

The effectiveness of homemaker--home health aides.

The results of this study indicate that H/HHAs possess a wide array of objectives when working with clients. They are also perceived to be very effective in improving the quantity and quality of home care for their clients. This improved home care means clients are left alone less of ten and also receive meals with greater regularity. The clients perceive the H/HHAs as having many roles simultaneously, and they are viewed more as professional people than servants (the professional roles correlate highly with adequacy of client service). Based on the perceptions of the clients samples, social workers can utilize confidently the services of H/HHAs in an interdisciplinary approach to practice. It is hoped that this study will encourage social workers to utilize the services of the H/HHAs more appropriately, efficiently, effectively, and confidently when working with clients who may need these services. The authors suggest that future research should focus on the H/HHAs themselves, in areas such as their job descriptions and their job satisfactions and dissatisfactions, as well as how they and other professionals perceive their effectiveness.

Child Care↗
PubMed1998

Mammographic technologist job satisfaction: what radiologists need to know--results of a large national survey.

PURPOSE: To determine mammographic technologists' overall level of job satisfaction, the variables that correlate with job satisfaction, and whether job satisfaction has changed since 1987. MATERIALS AND METHODS: A 29-item, scannable survey was mailed randomly to 5,000 mammographic technologists. Survey items were related to work setting, job description, rate of pay and other benefits, experience, education, age, and overall job satisfaction. The results were compared with those of a 1987 survey of general radiologic technologists. RESULTS: A total of 1,503 technologists responded to the survey. On a five-point scale, in which 5 represents very satisfied, the mean rating of job satisfaction +/- the standard deviation was 3.4 +/- 0.9; 83.1% of technologists rated overall satisfaction as 3 or higher compared with 86% of general technologists who reported being satisfied with their jobs in 1987. Regression analysis revealed that enjoyment from working with fellow mammographic technologists and enjoyment from working with radiologists (combined adjusted R2, 26.5%) correlated significantly with increased job satisfaction. CONCLUSION: Mammographic technologist job satisfaction is high and similar to that of general radiologic technologists, as reported in 1987. Survey results indicate that the most important variable related to mammographic technologist job satisfaction is the technologist-radiologist relationship; a negative relationship results in lower job satisfaction, which can affect job performance and patient care.

Adult↗
PubMed1995

Job satisfaction in public health: a comparative analysis of five occupational groups.

Five occupational groups of public health workers (health administrators, nursing personnel, environmental health personnel, other public health workers, and public health support staff) from nine county health departments in the midwestern United States were statistically compared to uncover similarities and differences in job satisfaction/dissatisfaction that might be important in planning effective intervention programmes designed to improve satisfaction on the job. Each participant in the study (n = 602) completed three validated job satisfaction/dissatisfaction instruments: the Job Descriptive Index, the Job in General scale and the Occupational Needs Questionnaire. Several discernable trends in job satisfaction/dissatisfaction were identified among the groups. In general, health administrators appeared to be more satisfied with their jobs compared to the other groups, especially with regard to the actual work performed. Public health support staff, on the other hand, seemed to be the least satisfied group, particularly with respect to pay. The greatest source of dissatisfaction among all the groups appeared to be the lack of promotional opportunities.

Adult↗
PubMed1989

Physician managers: a description of their job in hospitals.

There are those who view management as generic and others who argue that the health care system is significantly different from other systems, requiring managers with special knowledge and skills. This study uses a task inventory mailed to members of the American Academy of Medical Directors (AAMD) to describe and analyze the job of physicians who are in hospital management positions. Physician manager responsibility for the tasks was analyzed by calculating the percentage of responsibility and examining the rank tasks within management function categories. This measures the degree of relationship between two sets of rank-ordered items for task responsibility. Findings indicated that tasks dealing with policy management were among those most likely to be performed by physician administrators while the financial aspects of management are those for which physician managers were least responsible. It was also revealed that physician managers were more involved with program management than with resource management tasks.

Health Facility Administrators↗
PubMedDate not supplied

Exploring the role of community mental health team managers.

AIM: To explore the perceptions that managers of community mental health teams have of their role, along with their responsibilities and frustrations. SAMPLE: Managers of community mental health teams. METHOD: The method consisted of using focus groups and a survey questionnaire of CMHT managers in seven mental health trusts. RESULTS: The study found that the job of the CMHT manager is challenging and demanding, working with adults with severe mental health problems, managing community multidisciplinary teams and meeting the standards of service delivery set out in the National Service Framework for Mental Health (Department of Health, 1999). The data also showed that CMHT managers had a strong commitment to, and positive working relationships with, CMHT staff. CONCLUSION: There were significant findings about the pressures that undermined the ability of the CMHT managers to carry out the role effectively. The most notable of these being insufficient resources and poor relationships with line managers, who do not seem to understand the role and its pressures. The study also found that the role of CMHT managers was reasonably well reflected in their job descriptions, but there were some disparities that may require a review of job descriptions.

Attitude of Health Personnel↗
PubMed2001

Using simple multiple regression to establish labor rates.

Multiple-regression methodology allows healthcare financial managers to set standard rates of pay, thereby enabling them to better control costs. The process for implementing multiple regression is simple. The first step is to calculate the betas, or weights the marketplace gives each job characteristic to determine pay. Data on betas can be purchased, or a regression can be run on market data to calculate the betas. Next, the job descriptions should be reviewed and job incumbents interviewed, and then job characteristics for each job should be ranked on a scale of 1 to 5 to obtain the independent variables, or X values. Then, betas and X values should be entered into the salary formula to obtain standard hourly rates. The proposed standard rates should be verified through market salary surveys.

Accounting↗
PubMedDate not supplied

Job categories and their effect on exposure to fungal alpha-amylase and inhalable dust in the U.K. baking industry.

Enzymes in flour improver, in particular fungal alpha-amylase, are known to be a significant cause of respiratory allergy in the baking industry. This study measured total inhalable dust and fungal alpha-amylase exposures in U.K. bakeries, mills, and a flour improver production and packing facility and determined whether assignment of job description could identify individuals with the highest exposures to fungal alpha-amylase and inhalable dust. A total of 117 personal samples were taken for workers in 19 bakeries, 2 mills, and a flour improver production and packing facility and were analyzed using a monoclonal based immunoassay. Occupational hygiene surveys were undertaken for each site to assign job description and identify individuals who worked directly with flour improvers. Analysis of exposure data identified that mixers and weighers from large bakeries had the highest exposures to both inhalable dust and fungal alpha-amylase among the different categories of bakery workers (p<.01). Currently, the maximum exposure limit for flour dust in the United Kingdom is 10 mg/m(3) (8-hour time-weighted average reference period). In this study 25% of the total dust results for bakers exceeded 10 mg/m(3), and interestingly, 63% of the individuals with exposure levels exceeding 10 mg/m(3) were weighers and mixers. Individuals who worked directly with flour improvers were exposed to higher levels of both inhalable dust and fungal alpha-amylase (p<.01) than those who were not directly handling these products. Before sensitive immunoassays were utilized for the detection of specific inhalable allergens, gravimetric analysis was often used as a surrogate. There was a weak relationship between inhalable dust and fungal alpha-amylase exposures; however, inhalable dust levels could not be used to predict amylase exposures, which highlights the importance of measuring both inhalable dust and fungal alpha-amylase exposures.

Allergens↗
PubMed2001

Coordination of a neural tissue transplantation study in patients with posttraumatic syringomyelia.

The need for clinical research coordinators (CRCs) has grown in recent years due to the increasingly rapid translation of scientific advances from preclinical experiments to clinical trials. CRCs perform a number of critical roles in clinical trials, such as ensuring adherence to the research protocol and careful monitoring of the study data. Although many of these duties are now standardized in a general job description, new fields of clinical research may require additional functions of the CRC that are specific to each investigation. This was the case for a pilot clinical study at the University of Florida, which investigated the feasibility and safety of human fetal spinal cord (FSC) tissue allografts in patients with progressive posttraumatic syringomyelia (PTS). The CRC for this study had several essential duties, such as arranging transportation for PTS subjects to the study center from all regions of the United States and coordinating an extensive assessment protocol that required many co-investigators. Given these challenges, successful achievement of the outcome measures required the development of a customized CRC job description that encompassed both standard roles and specific duties for this study. Accordingly, this article will illustrate the role of the CRC in this study and provide a template for similar coordinator roles.

Clinical Nursing Research↗
PubMedDate not supplied

PACS support: the radiology approach.

In 1999, Rex Healthcare, a 394-bed facility located in Raleigh, N.C., faced a growing problem. The radiology department was performing a total of 130,000 procedures a year, running out of space to store the film, and having trouble managing the file room. While the IT department was focused on the Y2K scare, radiology forged ahead with a plan to implement PACS on its own at Rex Hospital. Rex had installed a mini-PACS system for ultrasound in 1996, but there was no internal support for the system's hardware or software. Being the first in the area to implement PACS, Rex wasn't able to recruit anyone locally to support the system, so they decided to take two areas that PACS had a great impact on and use their own people. The director of radiology asked the RIS analyst and the Film Library manager, both of whom were registered technologists, to implement and support the PAC system. The key to PACS support is not computer knowledge, although it helps. The key is to understand the radiology department as a whole and the workflow from within, which makes it hard to fully support from an IT perspective. The current PACS team at Rex is composed of a PACS analyst, system support specialist and an electronic imaging center manager. When we went live with PACS, it was obvious that not all of the existing file room personnel would make the technology leap, which they realized themselves. We didn't push anybody out, but we did raise the bar of expectations. By redefining job descriptions and having the EITs (electronic imaging technologists) become more involved, increased respect was quite evident among the hospital staff. The clerks that once only hung and filed films are now troubleshooting CD burners, teaching physicians the PACS, and filming necessary exams. The final key to success is to take ownership of your system. By taking ownership, I mean that a PACS team should be established to do troubleshooting and first-line support, know the servers and application, and feel comfortable performing daily checks and tasks. Being an advanced radiology PACS site in our area, we have become an important facility for site visits. We take site visits very seriously, and have composed a package that includes information about the hospital, network/modality diagrams, EIT job descriptions, PACS information and various time studies that we have completed since going firmless. An administrator with a vision and strong support from within will get a PACS up and running, but ongoing upkeep requires a team that is dedicated to the success of the project. By taking ownership of the system and following the keys to success, a department has the ability to reengineer radiology workflow not just in the hospital, but in the community as well.

Hospital Bed Capacity, 300 to 499↗