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Makong, Makahlolo. "Retention strategies for doctors and nurses in Lesotho : an implementation framework." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2559.
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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.This paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statistically analysed using SPSS and grounded theory. Results identified that the current implementation strategy has failed to increase the retention rate of doctors and nurses. It is hoped that the implementation framework presented in this paper would help to achieve increased retention rate for doctors and nurses.
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Bouwkamp, Jennifer Clark. "The work values and job satisfaction of family physicians." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3330807.
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Thesis (Ph.D.)--Indiana University, Dept. of Counseling and Educational Psychology, 2008.Title from PDF t.p. (viewed on Jul 21, 2009). Source: Dissertation Abstracts International, Volume: 69-10, Section: A, page: 3865. Adviser: Susan C. Whiston.
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Swanson, Vivien. "Occupational stress, job satisfaction and role conflict in doctors." Thesis, University of Stirling, 1997. http://hdl.handle.net/1893/2201.
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Based on a transactional model of stressors, mediators/moderators and strains, this large scale study investigated occupational stress, job satisfaction and role conflict in doctors in Scotland using a self-report questionnaire methodology. The sample of 986 doctors included male and female general practitioners (GPs) and specialist consultants. The relationship between sources and levels of occupational stress and job satisfaction was investigated using scales from the Occupational Stress Indicator (OSI) (Cooper et al 1988), considering the role of intervening variables mcludmg age, gender, marital/parental status, medical speciality, coping and attitudes. The relationship between occupational and domestic stressors and satisfactions was examined using theoretically denved models of additivity and asymmetric permeability of roles. A range of analytic procedures mcluding multivanate analysis of variance, hierarchical regression, factor analysis and qualitative content analysis methods were employed. Results mdicated that GPs recorded greater stress and lower job satisfaction than consultants on the OSI scales Managenal or structural occupational factors, and factors intrinsic to medical work were major stressors. Patient care was both a main source of stress and job satisfaction. The rather small magnitude of differences in stress and satisfaction between subject groups, and between subject groups and norms for the OSI scales was offset by clear evidence of stress related to doctors occupational roles, domestic roles, and gender roles elucidated using more qualitative methodologies. Subjects' age, gender and medical speciality were shown to affect the relationship between occupational stress and job satisfaction. Younger doctors, male GPs and female consultants experienced greater stress and less job satisfaction. Coping efficacy was negatively related to occupational stress and positively related to job satisfaction for GPs, and male and female GPs employed different styles of coping with stressors. Comparison of consultant specialities revealed differences in sources and levels of occupational stress and job satisfaction with Public Health Consultants recording most stress. Both male and female doctors with multiple occupational and domestic role demands reported higher levels of stress. Stress from work to home was found to be greater than stress from home to work for both male and female doctors. Recommendations and implications of the research for doctors, patients, and the National Health Service are discussed.
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Pantenburg, Birte, Katharina Kitze, Melanie Luppa, Hans-Helmut König, and Steffi G. Riedel-Heller. "Job satisfaction of foreign-national physicians working in patient care." Universitätsbibliothek Leipzig, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-209598.
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Background: Physician migration is gaining attention worldwide. Despite increasing numbers of foreign physicians in Germany, their perceptions on working in Germany remain unexplored. Within a large survey on Saxon physicians, the aim of this study was to elucidate whether foreign-national physicians’ job satisfaction differed from German physicians' job satisfaction. Methods: The study was designed as a comprehensive cross-sectional survey. All physicians ≤40 years and registered with the State Chamber of Physicians of Saxony (n = 5956) were mailed a paper-pencil questionnaire, of which 2357 were returned (response rate = 40 %). Questionnaires addressed socio demographics and assessed job satisfaction by asking participants to rate their satisfaction with the overall job situation and 20 different aspects on a 5-point Likert scale (1 = very dissatisfied to 5 = very satisfied). Results: Ten percent of participants were foreign-national physicians. The three main countries of origin were the Czech Republic, Slovakia, and Poland. Foreign-national physicians were more satisfied with aspects related to patient care, such as "possibility to treat patients as you deem optimal" and "relationship with patients". However, they were less satisfied with aspects related to human relations, such as "work atmosphere", relationship with co-workers, and
"social status". Foreign-national physicians were also less satisfied with the aspect "work enjoyment". Conclusions: Further research on determinants promoting foreign-national physicians' job satisfaction is needed as their professional well-being may influence quality of patient care. Measures teaching cross-cultural competence and awareness may be beneficial for both foreign-national and German physicians.
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Wat, Ka-lung, and 屈家龍. "Review on relationship between management measures and satisfaction of doctors and nurses." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/193813.
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Introduction: Shortage of doctors and nurses is a global problem. How to retain them in the public sector is one of the most important issues that needs to tackle at the administrative level. There are numerous number of studies focusing on the factors that medical staff considered to be significant in enhancing their job satisfaction so as to make them stay in their existing job. However, there are relatively fewer studies on the intervention that are effective to increase the job satisfaction. In this project, literatures are reviewed on the effectiveness of different management measures in enhancing job satisfaction of the medical staff.
Method: Literature search on the effect of different management measures on job satisfaction of medical staff. The review will also cover the combination of various measures in order to maximize their effects in enhancement of job satisfaction.
Results: It is suggested that by improving the working environment, which includes unit re-organization, workload re-allocation and new technology adoption, is the most common and effective way to improve job satisfaction among medical staff. Indirectly, by allowing more autonomy and provision of training as well as learning opportunities to the staff can lead to an increase in self-esteem and respect from patients and colleagues. These will in turn improve job satisfaction. However, due to the use of different evaluation methodologies by different investigators, direct comparison of the management measurements is difficult.
Conclusion: The management measures like improving the working environment, allowing more autonomy and providing trainings are found to be effective in enhancing job satisfaction of medical staff. Using standardized evaluation tools will allow a more valid comparison between different interventions.published_or_final_version
Public Health
Master
Master of Public Health
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Cheru, Tesfaye Gudeta. "Assessment of job satisfaction amongst physicians working in Public hospitals in Addis Ababa, Ethiopia." University of the Western Cape, 2014. http://hdl.handle.net/11394/8220.
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Magister Public Health - MPHIntroduction The Human Resource Strategic Plan of the Ethiopian Ministry of Health lists current health workforce problems as a high attrition rate among public service physicians, poor human resource management, non-conducive working conditions and high workloads. In Addis Ababa's public hospitals, the turnover of physicians is high and - as repeatedly and informally reported by hospital managers - the presence of the contributory factors listed above are also anecdotally thought to be present. These factors present a serious challenge to the delivery of high quality health care services and their presence indicates that the job satisfaction of physicians is likely to be low. However, factors responsible for job dissatisfaction among physicians and their implications for staff turnover have not been studied or documented in the context of Ethiopia's health system. It was this scenario that motivated the researcher to conduct this study in order to assist policy makers in taking appropriate actions, if and as required. Aim: The aim of the study was to assess the level of job satisfaction, the factors influencing job satisfaction and the consequences of job satisfaction among physicians in public hospitals in Addis Ababa, Ethiopia. Objectives: • To describe the job satisfaction levels of physicians in public hospitals in Addis Ababa, Ethiopia • To identify factors affecting the job satisfaction levels of physicians • To assess possible consequences linked to physicians' job satisfaction levels. A self-administered questionnaire was used to measure job satisfaction, composed of 65 individual variables grouped within 13 dimensions and adapted to the Ethiopian context from the Job Descriptive Index and the Minnesota Satisfaction Questionnaire. An additional questionnaire was used to assess socio-demographic variables and the possible consequences of low job satisfaction. Analysis: A composite job satisfaction score was obtained by summing the individual answers for each of the variables to assess overall job satisfaction. Bivariate analysis was undertaken, using 2X2 tables (with 95% confidence intervals) to calculate the prevalence ratio for each of the potential causes and consequences of low job satisfaction, using the composite score cut-off levels of job satisfaction. Multivariate analysis was undertaken to obtain the adjusted prevalence odds ratios for both the potential causes and consequences of low job satisfaction, using multiple logistic regression analysis.
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Hu, Qieng Phitaya Charupoonphol. "Job satisfaction among medical doctors in Weifang people's Hospital in China /." Abstract, 2005. http://mulinet3.li.mahidol.ac.th/thesis/2548/cd375/4737942.pdf.
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Ozaki(Utsugi), Makiko. "Physician Job Satisfaction and Quality of Care Among Hospital Employed Physicians in Japan." 京都大学 (Kyoto University), 2010. http://hdl.handle.net/2433/97939.
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Somo, Tlou. "Job satisfaction amongst doctors working at rural hospitals of Waterberg District in the Limpopo Province." Thesis, University of Limpopo (Turfloop Campus), 2007. http://hdl.handle.net/10386/887.
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Thesis (MBA) --University of Limpopo, 2007If medical doctors are expected to function effectively and efficiently to provide the highest quality of care to the largest number of patients in rural hospitals, it is imperative that they derive job satisfaction from their work and thus perform well. The present study aimed to investigate whether the doctors in the target population have job satisfaction. The doctors were selected from the rural hospitals of the Waterberg District of the Limpopo Province. An exploratory qualitative research design was used, which included a self administered questionnaire enquiring about the demographic and work situation variables. Content analysis was used to analyse qualitative data. The main findings that emerged from the study were that the respondents were dissatisfied with their work environment. The most common theme that emerged was related to the bad working conditions, lack of support from management, lack of proper equipment, and the salary or incentives in proportion to the workload. These findings highlighted the issues that can be addressed by the employing organisation.
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McEwen, Janet S. "Emergency Physician Communication Style and Career Satisfaction: Is There a Correlation?" Thesis, University of North Texas, 2002. https://digital.library.unt.edu/ark:/67531/metadc3330/.
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The correlation between social style and career satisfaction among emergency physicians was investigated. An e-mail survey was sent to a random sample of 1,000 members of the American College of Emergency Physicians in practice for at least three years; 707 had valid e-mail addresses. A twenty-item behavioral style survey instrument and a five-item career satisfaction scale were used. The study incorporated prenotification and reminder e-mails. Valid responses were obtained from 329 physicians (46.5%). No correlation was shown between social style and career satisfaction. Problems with both survey instruments were discovered. Survey respondents were unhappy with their careers, with an average satisfaction of 4.03, 1 being very satisfied, 5 very dissatisfied. Areas for future study include redoing the study using different survey instruments.
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John-Franklin, Nworgu. "Job satisfaction as experienced by doctors in public sector hospitals in Port Elizabeth." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/582.
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South Africa is experiencing a brain drain of doctors. It is estimated that about 5000 doctors have left South Africa since 2003. Lack of job satisfaction has been identified as one of its causes. The purpose of this study was: To provide an overview of relevant literature concerning job satisfaction. To determine, by means of an empirical survey, whether doctors in the public sector experienced any factors, which were affecting their job satisfaction levels. To make recommendations as to how the job satisfaction levels of doctors in public sector hospitals could be increased. For the empirical study a survey, with a questionnaire as data collecting tool, was conducted among 59 permanently employed doctors at the Dora Nginza Hospital in Port Elizabeth. The questionnaire focused on biographical information, personality-job fit, job content factors and job context factors. For Section B, C and D of the questionnaire, the response options were structured according to a Likert-type scale. Respondents had to indicate the extent to which they agreed with each statement in the questionnaire. The responses obtained from the survey were presented and analysed. The researcher observed in this study that doctors were just satisfied with their jobs. Apart from the personality job fit factor of job satisfaction where excellent scores were recorded, there seemed to be problems with job content and job context factors. Management of Port Elizabeth Hospitals Complex has a challenge in improving job satisfaction of their doctors in these areas. The researcher recommends that management of Port Elizabeth Hospitals Complex should look into the satisfaction level of doctors in their employment. Doctors’ satisfaction level should be improved from being just satisfactory to being excellent.
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Jansson, von Vultée Pia. "Physicians' work environment and health : a prospective controlled intervention study of management development programs targeting female physicians /." Uppsala : Acta Universitatis Upsaliensis : Univ.-bibl. [distributör], 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-4144.
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Mahloane, Katiso William. "Organisational restructuring and its impact on job satisfaction, career moblity and stress levels of employees at Lesotho Highlands Development Authority." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/188.
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Organisations today are in a state of ever accelerating rate of change. Globalisation of the economy, increasing competition, technological innovation as well as global competition are seen to bring about the ever-accelerating pace of change in the working environment worldwide (Christen 2005:241). For this reason, employees are challenged by changes in their careers that they never anticipated, changes which in the long-run, result in stress conditions that bring negative consequences for both employees and the organisation in their wake. This chapter will provide the background to the topic of the study and survey what other studies have revealed about it. The objectives of the study, the research questions, the research objectives over and above the necessary hypotheses will also be mentioned and to conclude, the chapter will provide the theoretical framework in support of this study.As we may be aware, we live in a world of change, where everything constantly has reformed. Organisations are also part of that big change especially in the new millennium where re-engineering, downsizing, outsourcing and restructuring have become common terms associated with many organisations. Although a number of studies have tried to determine how organisational restructuring benefits the organisation, little has been done to find out how the welfare of employees is affected by the restructuring initiatives. This study investigates the perceptions that employees have of organisational restructuring. It investigates how their job satisfaction, career mobility and their stress levels are affected by restructuring process after the restructuring process as well the stress that such employees experience due to restructuring. A survey was conducted at Lesotho Highlands Development Authority, where data was obtained from 121 respondents and statistically analysed. The findings reflect a negative association between restructuring and stress levels and career mobility. The findings show that job satisfaction was still experienced by the employees at LHDA and that most respondents see organisational restructuring as something that benefits the organisation and has little to do with the interests of the workers.
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Liseckienė, Juodrytė Ida. "Family practice in Lithuania during ten years of Primary Health Care reform: task profiles, job satisfaction and patients’ attitudes." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2009. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20091111_081100-89288.
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The primary health care (PHC) institution has a core value in comprehensive health care systems. PHC have been presented as an effective resolution in improving health care, because it is associated with the better health outcomes, lowers health care costs and is related to a greater equity in health. PHC institution was newly established in Lithuania in 1992, when the health care reform was started. Family physicians were retrained from district doctors (pediatricians and internists) or graduated family medicine residency. The recent years have been challenging for Lithuanian family medicine institution.
This is the first national study, which evaluates changes in the task profiles and workload of family physicians ten years after the beginning of PHC reform in Lithuania. It provides new information about the differences and similarities in the services of retrained district physicians and physicians after family medicine residency. First time was evaluated family physicians’ satisfaction at national level: are they happy with new role? The study is exceptional because it combines data from patients and their family physicians and gives insight into the attitudes of PHC services users, an important indicator of the quality of health care.
Aim of the study: to evaluate changes in family physicians’ task profiles and job satisfaction, and to assess patients’ attitudes towards PHC during ten years of PHC reform in Lithuania.
Objectives of the study:
1. To evaluate and... [to full text]Pirminei sveikatos priežiūrai (PSP) šiuolaikinėje sveikatos priežiūros sistemoje skiriamas ypatingas dėmesys, nes šios institucijos plėtojimas gerina visuomenės sveikatą, paslaugų prieinamumą bei mažina sveikatos sistemos išlaidas. Šeimos gydytojai Lietuvoje nuo 1992 metų pradėti ruošti dvejopai: dalis jų buvo perkvalifikuojami iš apylinkės gydytojų (terapeutų ir pediatrų), kita dalis buvo ruošiama stacionarinėje šeimos medicinos rezidentūroje. Neabejotinai pastarieji PSP reformos metai buvo iššūkis tiek visuomenei, tiek šeimos medicinos institucijai. Tai pirmasis nacionalinis tyrimas, kuriame vertinti šeimos gydytojų veiklos apimčių, darbo krūvio pokyčiai vykdant PSP reformą per dešimtį jos metų. Tyrimo rezultatai atskleidžia šeimos gydytojų baigusių stacionarinę rezidentūrą panašumus ir skirtumus su šeimos gydytojais, persikvalifikavusiais iš apylinkės gydytojų. Pirmą kartą Lietuvoje šeimos gydytojų buvo klausiama, ar jie patenkinti savo darbu? Be to, tyrimo metu vienu mtu buvo apklausiami ne tik šeimos gydytojai, bet ir jų pacientai, kurių nuomonė labai svarbi vertinat sveikatos priežiūros paslaugų kokybę. Darbo tikslas: nustatyti šeimos gydytojų veiklos apimtis, jų nuomonę apie darbą ir įvertinti pacientų požiūrį apie pirminę sveikatos priežiūrą per pirminės sveikatos priežiūros reformos dešimtmetį. Tyrimo uždaviniai: 1. Nustatyti ir palyginti apylinkės ir šeimos gydytojų darbo krūvį, veiklos apimtis ir jų pokyčius. 2. Palyginti šeimos gydytojų nuomonę apie jų darbą ir... [toliau žr. visą tekstą]
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Guvava, Dorothy Dorica. "Retention of medical doctors in the public health sector: a case study of the Port Elizabeth Hospital complex." Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/976.
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The Port Elizabeth (PE) hospital complex is one of the public hospital groups in South Africa facing a critical shortage of medical practitioners, with reference to doctors in particular. In the quest of finding how to retain doctors in the hospital complex, the aims of this research were to survey doctors’ career intentions; to investigate factors that could be contributing to these career intentions so as to uncover some of the reasons why doctors are leaving the public sector; and to identify effective ways in which the government and hospitals might improve retention by pointing out areas that need improvement. The factors that influence doctors’ career intention included income, work conditions, risk of contracting infection, risk of injury at work, hours of work, work load, work related stress, paid leave days, resources, personal growth and development opportunities, ongoing training opportunities, advancement and promotion opportunities, relation with co-workers, relations with supervisor/superiors, and sense of meaning. Findings revealed that even though the tendency to leave’ group (43%) was smaller than the ‘tendency to stay’ (57%), the majority (85%) of those who intended to leave were younger doctors. Despite some significant differences in responses between the two groups, results revealed that both groups were dissatisfied with almost all conditions of work apart from relationships with supervisors and co-workers. To a large extent, both groups revealed that work conditions are better in the private hospitals than in their current hospitals. viii The fact that some doctors could stay in the public hospital sector despite intense dissatisfaction with conditions of work, and despite the perception that that there are better options in the private hospitals could be attributed to the fact that most of these doctors are older and are at their retirement stage . Adding to this is that most of these doctors, who indicated willingness to say, scored high in sense of meaning as a factor influencing their career intention. This research was based on the assumption that there was no retention strategy put in place to solve the problems facing PE hospital complex. However, during this research a strategy was being developed and implemented by the Eastern Cape Department of Health. Therefore, evaluation and recommendations of the strategy are provided in the conclusions of the study. These recommendations relate not only to the implementation of the strategy, but improving it to accommodate all problems currently facing the doctors and finding ways and means of making the strategy sustainable; creating private-public partnerships; focusing on creating a sense of meaning amongst the doctors (especially the younger ones) and focusing on retaining the risk group which was the younger doctors.
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Rodrigues, Louise Lopes. "Satisfações e insatisfações no trabalho de médicos do Programa Mais Médicos alocados no interior do estado de São Paulo." Botucatu, 2019. http://hdl.handle.net/11449/190697.
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Orientador: Eliana Goldfarb CyrinoResumo: Introdução: A Organização Mundial de Saúde recomenda uma razão de um médico para cada mil habitantes para que a população tenha um adequado acesso à saúde. Apesar de o Brasil possuir um número absoluto satisfatório de médicos, há no país uma distribuição desigual destes profissionais, com carência de médicos em comunidades remotas e vulneráveis, causando um grande impacto no bem-estar da população que ali se encontra e dificultando a universalização da saúde, como prevê os princípios do Sistema Único de Saúde. Diante disso, o Governo Federal criou, em 2013, o Programa Mais Médicos (PMM), com o intuito de suprir de forma emergencial a carência de médicos em regiões de difícil fixação dos mesmos. A literatura considera que o principal fator que leva um trabalhador a deixar uma organização é seu nível de insatisfação com a função que desempenha, o que também se faz verdadeiro na área da saúde. Sendo assim, podemos inferir que a insatisfação laboral do médico da Atenção Básica é um dos motivos da dificuldade de recrutá-los e fixá-los por um período mais longo. Objetivo: Este estudo se propõe a avaliar as satisfações e insatisfações no trabalho de médicos integrantes do PMM no município de Botucatu – SP, cidade universitária com elevado IDH e com razão médico-paciente de 6,25. Metodologia: Trata-se de pesquisa qualitativa, na qual foram feitas oito entrevistas semiestruturadas com médicos do PMM e uma entrevista com gestores da AB no município, as quais foram analisadas e categori... (Resumo completo, clicar acesso eletrônico abaixo)
Abstract: Introduction: The World Health Organization recommends a ratio of one doctor per thousand inhabitants so that the population has adequate access to health. Although Brazil has a satisfactory absolute number of doctors, there is an unequal distribution of these professionals in the country, with a shortage of physicians in remote and vulnerable communities, causing a great impact on the well-being of the population that lives there and making it difficult to make health accessible for everyone, as foreseen by the principles of the Sistema Único de Saúde. Due to that, the Federal Government created in 2013 the More Doctors Program (PMM), with the aim of urgently supplying the shortage of doctors in regions that are difficult to set them down. The literature considers that the main factor that leads a worker to leave an organization is their level of dissatisfaction with the role they play, which is also true in the health field. Thus, we can infer that the dissatisfaction at work of the primary care physician is one of the reasons for the difficulty of recruiting them and fixing them for a longer period. Objective: This study aims to evaluate the satisfactions and dissatisfactions in the work of physicians of the PMM in the city of Botucatu - SP, a city with a renowned University, a high HDI and a physician-patient ratio of 6.25. Methodology: This is a qualitative research, in which eight semi-structured interviews were conducted with PMM physicians and one interview with healt... (Complete abstract click electronic access below)
Mestre
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Enberg, Birgit. "Work experiences among healthcare professionals in the beginning of their professional careers a gender perspective /." Doctoral thesis, Umeå : Umeå University, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-25771.
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Mkubwa, Jack Joseph. "Job satisfaction among public sector physicians in Botswana." Thesis, 2011. http://hdl.handle.net/10539/8988.
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MPH, University of the Witwatersrand, Faculty of Health SciencesIntroduction: Physician’s job satisfaction is a cornerstone for the delivery of quality health care, and its continuity. The objective of this study was to identify the extent of job satisfaction among public sector physicians in Botswana and to explain its main components among physicians. Methods: Public sector physicians from the Princess Marina Hospital, a referral hospital in southern Botswana, were selected to participate in the study. All participants were asked to complete a self administered questionnaire which included questions pertaining to socio-demographic characteristics and job satisfaction with regard to achievement, career satisfaction, salaries/incentives, as well as working conditions. Results: Eighty-two physicians participated in the study. Mean and median ages were 37 and 33 years respectively and 73% were males. The major finding of the study was that the most important components of satisfaction were; relation with supervisors (74%), relations with colleagues (73%), job security (71%) and job variety (70%). Physicians tended to be most dissatisfied with their working conditions (69%) and responded on the dissatisfaction scale for the domains as follows: working conditions (69%), hospital administration (58%), Salary (57%), professional development (54%) and promotion (51%). Forty-two (42%) percent of the physicians were, overall, satisfied with their job, but most of them (58%) were not satisfied. Gender, length of service and age were not associated with job satisfaction. Younger physicians were more likely to be dissatisfied than older physicians. Conclusion: The main recommendation arising out of the study results is a need to address job satisfaction among physicians in Botswana in order to improve the quality of health care and attract them in the public sector. Attention to working conditions, career and professional development, and salary/incentives and the training of local physicians is critical for sustaining the continuity of quality health care in Botswana.
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LIN, CHUNG-CHEN, and 林昌誠. "The determinants of physicians' job satisfaction and intention to quit:an empirical study of physicians." Thesis, 1992. http://ndltd.ncl.edu.tw/handle/34869899478026372311.
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Chen, Po-Hung, and 陳博紅. "A Survey of Job Contents, Occupational Stress, Job Satisfaction, and Turnover Intention among Emergency Physicians." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/98084764955206117867.
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碩士高雄醫學大學
職業安全衛生研究所
101
Emergency physicians work in a charged atmosphere with a lot of sources of occupational stress, which may alter their physical and mental health. Among emergency physicians in south Taiwan, this study identified the job contents, burnout, depression, anxiety, job satisfaction, and turnover intention, and further evaluated the relationship between these constructs. Emergency physicians work with an active job which is composed of high job control, even higher job demands, moderate supervisor social support, and high coworker support. Even the levels of burnout, depression, and anxiety are not high they feel dissatisfied with their jobs and have tendencies to leave the specialty. Job satisfaction is significantly associated with job control positively. Emotional exhaustion is significantly associated with job demand positively and with supervisor social support and job satisfaction negatively. Anxiety is significantly associated with job demands positively and job satisfaction negatively. Turnover intention is significantly associated with emotional exhaustion and depression positively. The findings in this study can help organizations to assess the factors which affect the job outcomes of emergency physicians and increase the performance in the emergency department.
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Moloantoa, Mateko Edith. "Factors affecting job satisfaction of academic employees : a case study of the National University of Lesotho." Thesis, 2015. http://hdl.handle.net/10321/1430.
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Submitted in fulfilment of the requirements for a Masters Degree in Technology in Public Management, Faculty of Management Sciences, Durban University of Technology, Durban, South Africa. 2015.While research has been conducted, with regard to job satisfaction all over the world, no research has been done on the various factors affecting job satisfaction of academic employees, with specific reference to the National University of Lesotho (NUL). Therefore, the understanding of these factors are clearly defined and explained, in order to help university administrators to improve academic performance and attract well-qualified academics into the university. Factors affecting job satisfaction of academic employees at the NUL include, working conditions, relationship with colleagues, and access to resources, job security, recognition and advancement. The sample consisted of 156 respondents, who were selected using the Supercool Random Generator Software and were required to complete a questionnaire, with an interviewer present to assist. Respondents were asked to complete a 5-point Likert scale questionnaire. A mixed approach of both quantitative and qualitative techniques was used, while the analysis of primary data was done using SPSS, version 21.0. The results were presented by figures from Microsoft Excel and gross tabulation tables. The findings of the study indicated that there was a positive significance to the NUL academic staff regarding salaries, as a factor influencing their job satisfaction. The results also indicated that there are insufficient financial resources to support teaching, learning and research at the NUL. However, the results further revealed that, besides all the dissatisfaction shown by academics, in terms of aspects, such as benefits, allowances, lack of equipment, as well as poor institutional management, there were good relations between departments, and they work as a team. Therefore, the findings from this study can assist university administrators and academics to increase the job satisfaction levels of employees.
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Peete, Mankhabe Blandinah. "Employees' job satisfaction, organisational commitment and intention to stay at an international hotel in Lesotho." Thesis, 2016. http://hdl.handle.net/10352/326.
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M. Tech. (Business Administration, Faculty of Management Sciences), Vaal University of TechnologyThe purpose of this study is to determine the relationship between employees’ job satisfaction (JS), organisational commitment (OC) and intention to stay (ITS) at an international hotel in Lesotho. Employees’ productivity is largely related to their level of job satisfaction. Lumley, Coetzee, Tladinyane and Ferreira (2011:101) are of the view that since job satisfaction involves employees’ motions, it influences an organisation’s well-being with regard to job productivity, employee turnover, absenteeism and life satisfaction Therefore, it is important for an organisation to study the relationships between JS, OC and ITS. A survey questionnaire was devised to collect the information for job satisfaction, organisational commitment and intention to stay from each employee. Two hundred and twenty employees responded to the survey. This study used a quantitative research paradigm and a descriptive research method. Random sampling was deemed appropriate for this study, these choices are motived for in the main study. Participants were asked to complete three test instruments, namely, a Job Satisfaction Survey (JSS), an Organisational Commitment Questionnaire (OCQ) and an Intention to Stay Questionnaire (ITSQ). After analysing the data, the researcher found that there is a relatively strong correlation between job satisfaction, organisational commitment and intention to stay. Generally, higher levels of job satisfaction will lead to higher levels of organisational commitment which in turn will lead to employees staying at organisations. The results indicate that all three variables: JS‚ OC‚ and ITS have positive and significant inter-relationships. Findings and recommendations of this study are important to the management as they indicate the need to develop strategies to deal with the needs of those employees who exhibit low level of organisational commitment. The findings of this study provide valuable insights that can enable the management to create a satisfied and committed workforce
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Craig, William R. "The demographics and job satisfaction of physicians working in Canadian pediatric emergency departments." 2005. http://hdl.handle.net/1993/20653.
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史義雄. "The Determinants of Physicians'' Job Satisfaction And Intention to Quit for Military Hospital." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/03746103170255837841.
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Gantumur, Dolgormaa, and Dolgormaa Gantumur. "A study on work-related stress, job satisfaction, and employee welll-being of physicians in Mongolia." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/c8q6fh.
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碩士臺北醫學大學
醫務管理學研究所
106
ABSTRACT BACKGROUND: In 2017, according to WHO comprehensive reports, more than 300 million people struggle with depression. A negative working environment may lead result in physical and mental health problems, increase absenteeism and lost productivity. The job satisfaction among healthcare workers is crucial in health care utilization and health care quality. AIM: To determine employee well-being in the workplace and how it is affected by job satisfaction and work-related stress METHOD: 326 physicians were enrolled in this study. Employee well-being was measured by the JAWS 5-point Likert scale. Job satisfaction was measured by Minnesota Satisfaction scale. Work-related stress was measured by ten items. Descriptive statistics were used to describe the characteristics of the sample. Correlation analysis and hierarchical regression analysis (enter step) was used asses the relationship between employee well-being and work-related stress. One-way ANOVA and Independent T-test were utilized to determine whether there is any statistically significant difference between control groups and job satisfaction, employee well-being, work-related stress variables. RESULTS: Among all participants, negative well-being score was higher than positive well-being. Work-related stress had a negative and significant effect on employee well-being (p<0.01). The job satisfaction and well-being of physicians working in tertiary hospitals were higher than those working in secondary hospitals; however, work-related stress was higher among physicians working in tertiary hospitals. Elder physicians presented higher job satisfaction and higher well-being compared to younger physicians (p<0.05). Surgeons had higher job satisfaction than other specialist physicians (p<0.05). CONCLUSION: High level of stress at the workplace among physicians working at public hospitals in Mongolia resulted in negative emotional well-being. KEYWORDS: Employee well-being, job satisfaction, work-related stress, physicians, Mongolia
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Yen, Chih-Hsuan, and 顏之軒. "Physician Job Satisfaction among Private Practicing Physicians in Northern Taiwan: The Role of Practice Models and Specialty." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/pv7rpv.
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碩士國立陽明大學
醫務管理研究所
103
Abstract Background Since then there has been great changes in the society as well as in the medical environment. According to a recent survey questionnaire, physicians in Taiwan have rated their job satisfaction pretty low. More than half of the physicians take a pessimistic view toward their career. The objects of the above survey questionnaire are mostly physicians who work in hospitals; therefore we have limited understanding of primary care physicians’ attitude toward this issue. In recent years, instead of solo, more and more physicians have changed their ways and started performing group practice. Till now, group practice have developed into many types. The relationships between physicians and clinics have become more complicated. Specialist in primary care has also changed in a certain degree. Therefore, this study aimed to assess the association between type of practice models, ownerships, specialist, and physician job satisfaction among primary care physicians in Taiwan, a typical Asian country with universal health insurance system. Methods This study was conducted in the Northern Taiwan. All 2,367 primary care physicians who are currently practicing in the New Taipei City and registered with the New Taipei City Medical Association were included in the study in December 2014. We adopted the Physician Worklife Survey Questionnaire, which consists of 3 general measures of job satisfaction, career satisfaction and specialty satisfaction, and 10 specific facets (autonomy, personal time, relationship with patients, patient care issues, relationships with staff, relationships with community, income, administration, and resources.) Likert scale was used to measure satisfaction. The content validity of the questionnaire was also assess by the experts and pre-tested by a group of primary care physicians. The results showed that the survey has good validity and reliability where each facet’s Cronbach's Alpha are > 0.6. Linear regression–modeled satisfaction (on 1–5 scale) as a function of practice models, ownerships, specialty, gender, age, seniority and. Survey was tested and suggested by experts then pre-tested by primary care physicians. Results There are 415 valid questionnaires respond rate is 20.57%. Within 415 responders, 33.73% of them are in solo practices, 47.47% of them are in group practices and 18.80% of physicians are in large group and franchises practices. Ownerships between physicians and clinics, 50.1% of them are both contracted clinic physician and owner of clinic, 13.1% of them are contracted clinic physician and not owner of clinic, 12.05% of them are non-contracted clinic physician and owner of clinic, 24.82% of them are non-contracted clinic physician and not owner of clinic. Specialist, 33.49% of them work in Family Medicine, 15.42% in General internal medicine and 14.7% in Pediatrics. The study results show many aspects. First of all, when it comes to interpersonal relations, primary care physicians give their job satisfaction higher ratings than others. In their relations with their physician colleagues, non-physician colleagues and patients, primary care physicians have an average rating of 3.89, 3.87 and 3.73. Secondly, when in different practice models, physicians who practices in group practice have higher rating in job satisfaction than solo physicians. In addition, physicians practicing in large group and franchises practices rated higher than those in smaller groups. Lastly, the study result shows that factors such as Ownerships between physicians and clinic of specialist do not effect much on job satisfaction ratings, whether in general measures of job satisfaction, career satisfaction, specialty satisfaction and most specific facets. Disscussion, Implications for Policy Delivery or Practice As the above result, primary care physicians in New Taipei City give high ratings in our job satisfaction survey questionnaire, especially in interpersonal relations. The survey questionnaire shows a similar result to the outcomes of recent national as well as international surveys of job satisfaction: physicians in group practices have higher ratings than physicians in solo practices. Physicians practicing in big group and franchises have better ratings than those who are in small group in most facets such as medical resources, managements as well as income. In Ownerships between physicians and clinics and clinic of specialist do not effect much on job satisfaction ratings. Type of practice models in primary care is significantly associated with physician’s job satisfaction, but not Ownerships between physicians and clinics and clinic of specialist. The results may help our understanding of physician job satisfaction in primary care and provide more information to physicians for their choice of practice type.
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Wu, Jia-Ying, and 吳佳穎. "A Study of the Associations of Burnout, Job Characteristics, Physician-Patient Relationship With Job Satisfaction of Physicians—The Case of A General Hospital." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/svfqw4.
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碩士國立臺灣大學
健康政策與管理研究所
106
Background：In recent years, the issues of physician burnout and job satisfaction have received intense attention, but most studies have focused on the exploration of medical personnel or nursing staff as research subjects. Therefore, it is particularly important to pay attention to the burnout status of physicians and find out the relevant factors that affect job satisfaction. Objectives：In this study, we sought to elucidate the current status of physician burnout and job satisfaction, and explored the relevant factors that affect the job satisfaction of physicians. Method：This study conducted in January to February 2018, using structured questionnaire to collect data from physicians in a tertiary general hospital in Zhejiang province. A total of 450 questionnaires were distributed and 363 were collected, with a response rate of 80.67%. The binary logistic regression model was used to explore the relevant factors that influence the job satisfaction of the physicians. Results：The average score of the "work-related burnout " subscale of the physicians in the hospital was 47.71, and the average score of the "client-related burnout" subscale was 43.54. Around 70%(69.70%) of the physicians were satisfied with their work. Physicians with different social demographic characteristics have different levels of satisfaction. The results of binary logistic regression analysis showed that client-related burnout, psychological work demands and supervisor social support were statistically significant related to the job satisfaction of the physician. Conclusions：The physicians have a certain degree of burnout and are quite satisfied with their job. Client-related burnout, psychological work demands and supervisor social support are important predictors of physician job satisfaction. We suggest that in the future it can be explored whether there are differences in the factors affecting the level of physician job satisfaction from different cities and medical institutions. We also suggest that future researchers can include different aspects of factors for further comparative analysis.
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Li, Shu-Ya, and 李淑雅. "The relationship between physicians’ job satisfaction and the degree of perception of its importance: An example study of physician practicing in Taipei municipal hospitals." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/34040990660168544507.
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碩士國立台北護理學院
醫護管理研究所
89
Background: The improvement of economics, medical technology, and the NHI implemented in Taiwan, has changed the overall healthcare environment and make it more competitive. Manager in healthcare organizations need to not only engage in improving service quality and patient satisfaction. They also need to care about employees’ job satisfaction and what are they really concern. Objective: To examine the relationship between physicians’ job satisfaction and degree of perception of its importance. Subject: 1,124 physicians working in six Taipei Municipal Hospitals. The overall valid response rate was 25.2%. Study Design: Structural questionnaire in seven dimensions about job was used to ask physicians the degree of perception of importance and satisfaction. Result: Physicians’ perception of importance was higher than their job satisfaction. When physicians think ‘human relationship’ and ‘work feedback and job stress’ were more important, they were more satisfied with these two factors. When physicians think ‘salary and promotion’ and ‘indirect work environment’ were more important, they were more dissatisfied with these two factors. Conclusion: Degree of importance and satisfaction are two different concepts. Researchers measure job satisfaction doesn’t indicate what were employees really attached to. ‘Salary and promotion’ is the one factor that places the most physicians but demonstrate the lowest satisfaction. This study will help health managers to improve physician job satisfaction through identifying factors that physicians really concern.
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Santos, Raquel Sousa. "Revisão Sistemática sobre o Burnout na Classe Médica e o seu Impacto no Panorama Nacional." Master's thesis, 2019. http://hdl.handle.net/10316/89681.
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Trabalho Final do Mestrado Integrado em Medicina apresentado à Faculdade de MedicinaIntrodução: O burnout é uma síndrome tridimensional, caracterizada por exaustão emocional, despersonalização e diminuição da realização profissional, e que resulta de uma resposta crónica ao stress profissional excessivo. Afeta, particularmente, a classe médica e é problemática a nível individual e organizacional, comprometendo a qualidade dos cuidados prestados. O objetivo essencial do presente estudo foi o de proceder a uma revisão sobre o burnout, especificamente na classe médica, alertar para a necessidade urgente de mudança e, ainda, avaliar o panorama nacional.Métodos: Para a revisão utilizei artigos científicos e de revisão, pesquisados em bases de dados da Pubmed, Cochrane Library e Clinical Key, restringindo a pesquisa a artigos de língua portuguesa ou inglesa, publicados nos últimos 5 anos. Ainda, acedi ao portal digital da Ordem dos Médicos Portuguesa para incluir estudos nacionais sobre o tema. Critérios de inclusão e exclusão foram aplicados em duas fases, selecionando os artigos mais pertinentes para o objetivo do estudo.Resultados: Aplicados os critérios de elegibilidade, selecionei 27 artigos e 2 relatórios. O burnout encontra-se generalizado na classe médica, e verificou-se um incremento ao longo dos anos. É de origem multifatorial, com vários triggers, tanto a nível pessoal, como no ambiente de trabalho ou inerentes à prática clínica. Em todos os níveis da vida do profissional, várias consequências estão registadas, verificando-se uma redução da qualidade dos serviços médicos. Para combater esta síndrome é necessária uma abordagem holística, com um compromisso de mudança em todas as áreas do profissional.Discussão: Os resultados obtidos em Portugal foram, na sua maioria, compatíveis com o obtido na literatura internacional. No entanto, a prevalência nacional foi superior ao observado nos estados unidos e o sexo masculino indicava maior despersonalização. Em relação às especialidades, os estudos não foram concordantes e não permitiram conclusões válidas.Conclusão: O burnout é subvalorizado e tem um impacto aberrante na classe médica e naqueles que estão aos seus cuidados. Assim sendo, maior investigação é necessária para compreender esta síndrome, e mudanças têm que, impreterivelmente, ser realizadas, no sistema nacional de saúde, para a combater.
Introduction: Burnout is a three-dimensional syndrome characterized by emotional exhaustion, depersonalization and decreased professional satisfaction, due to a chronic response to excessive occupational stress. It affects, particularly, the medical staff and is problematic at the individual and organizational level, compromising the quality of care provided. The main aim of the present study was to review the burnout syndrome, specifically in the medical staff, to alert to the need for an urgent change and also to evaluate the national panorama.Methods: For the review I used scientific and review articles, researched in databases of Pubmed, Cochrane Library and Clinical Key, restricting the research to articles in Portuguese or English, published in the last 5 years. Also, I accessed the digital portal of the Portuguese Medical Order to include national studies on the subject. Inclusion and exclusion criteria were applied in two phases, selecting the most pertinent articles for the purpose of the study.Results: Applied the eligibility criteria, I selected 27 articles and 2 reports. Burnout is widespread in the medical class, and an increase has been observed over the years. It has a multifactorial origin, with several triggers, both at personal level, as in the workplace or inherent to the clinical practice. At all levels of the professional's life, several consequences are recorded, verifying a reduction in the quality of medical services. To combat this syndrome, a holistic approach is needed, with a commitment to change, in all areas of the professional.Discussion: The results obtained in Portugal were mostly compatible with the ones in the international literature. However, the national prevalence was higher than the United States and the male gender indicated greater depersonalization. Regarding the specialties, the studies weren’t concordant and didn’t allow valid conclusions.Conclusion: Burnout is underrated and has an aberrant impact on the medical class and on those in their care. Thus, further investigation is necessary to understand this syndrome and changes have to be carried out in the national health system to combat it.
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Laurence, Dorothea. "Wie stehen Medizinstudierende, Studienbewerber und Ärzte zur Feminisierung in der Medizin?" Doctoral thesis, 2017. http://hdl.handle.net/11858/00-1735-0000-0023-3F8C-D.
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