Study of staff employee’s satisfaction / Монголын Анагаах Ухаан

Introduction@#Studies in many countries have found that the satisfaction of medical workers is closely linked to the quality and efficiency of medical services, as well as the satisfaction of patients. Satisfied employees will bring about satisfied clients. The satisfaction of employees remains a key factor linking the internal management and external management of an organisation. The World Health Organization (WHO) Global strategy on human resources on health workforce 2030 sets out the policy agenda to ensure a workforce that is ft for purpose to attain the targets of the Sustainable Development Goals (SDGs). Motivation of health care workers can initiate them to exert and maintain an efort towards organizational goals. Motivation depends up on many factors, and job satisfaction is one of the most important factors. Healthcare is a service industry where the overall service experience is important for customer satisfaction and quality of care (even if in different extents according to the professional at stake) and that the literature has been bringing about the pertinence of such a holistic approach, this research was conducted within this perspective. Likewise, it is also known that there is close correlation between the job satisfaction of health care staff and the total quality of health services. Different groups have reported differences between the job satisfaction of doctors and that of other health providers. Various satisfaction levels of health care workers, including general practitioners, nurses and midwives, have been reported previously. @*Materials and Methods@#This study was performed at the Amgalan Maternity Hospital, Urguu Maternity Hospital and Khuree Maternity Hospital The study involved 480 employees of above mentioned hospitals. The short form of the Minnesota Satisfaction Questionnaire, with 20 items, was used to examine satisfaction with professional life. The self-administered questionnaire was distributed to all people at their workplaces. Responses of 4 (satisfied) or 5 (very satisfied) were classified as ‘satisfied’, those of 1 (very dissatisfied) or 2 (dissatisfied) as ‘dissatisfied’.@*Results@#The study recruited total 480 employees consisting of 220 employees working at Urguu Maternity Hospital, 125 employees of Khuree Maternity Hospital and 135 employees of Amgalan Maternity Hospital. 46 administration officials, 75 doctors, 208 nurses and obstetricians, 105 caregivers and service assistants and 46 economic employees involved it. In table, 87.1% of total employees of maternity hospitals were female and 12.9% were male. While there had significantly difference for gender, occupation type and worked year in this sector and workplace between 3 maternity hospitals (p<.001), age and education level had no significantly difference between these 3 groups. The proportion of health care staff satisfied with their work was 80.7%. The chance to tell people what to do’ and ‘Being able to do things that do not go against my conscience’, and mostly dissatisfied with ‘The working conditions’ and ‘My pay and the amount of work I do’. There was no significant difference between satisfaction scores of health care staff according to age, gender, marital status, and experience of profession. When the 20 items constituting job satisfaction were examined specifically, the satisfaction score showed a difference related to profession. The midwives’ satisfaction score was significantly lower than that of the others. In table 4, to assess employee’s satisfaction of each maternal hospital: While the minimum satisfaction was assessed by employees of Urguu maternity hospital whether salary is equal for work performance, the maximum satisfaction was assessed by employees of Amgalan maternity hospital under scope of consistent workplace at 93.9 percent. @*Conclusion@#Maternity satisfy external and internal factors of employees are influenced. Maternity is different, depending on the satisfaction of other working areas of employment.

The study on employee satisfaction with the general hospital of Selenge province / Шинэ санаа Шинэ нээлт

Background@#In the network of health sector reform, improving the quality and safety of service, organizational development, and ethics and responsibility of doctors and health professionals is a priority issue. Therefore, it is important to study the satisfaction and needs of healthcare workers, who have essential role in the quality and accessibility of health care service, as well as in social and economic development.@*Materials and methods@#This study was carried out using a cross-sectional study design with quantitative method. The questionnaires were conducted from 63 people who were working in the general hospital of Selenge province. To collect data and materials of the study, we used questionnaires from Appendix No.1 of Order 13 of the Minister of Health dated 13 January, 2014. @*Results@#The Satisfaction score of doctors and healthcare workers which was evaluated by themselves was generally 1.74 ± 0.47 or average, meanwhile 1.62 ± 0.41 or good for each group.@*Conclusion@#The employee satisfaction with the General Hospital of Selenge aimag is good. The satisfaction of doctors and healthcare workers is not dependent on the age group, gender, position, and seniority.

Dualidade entre satisfação e sofrimento no trabalho da equipe de enfermagem em centro cirúrgico / Duality between fulfilment and suffering in the work of the nursing staff in operating rooms / Dualidad entre la satisfacción y elsufrimiento en el trabajo equipo de enfermería en el centro quirúrgico

Objetivo: Buscou­se apreender a percepção da equipe de Enfermagem sobre a relação entre trabalho em centro cirúrgico (CC) e saúde. Método: Pesquisa descritiva e qualitativa, realizada em hospital de médio porte da Região Noroeste do Paraná. Vinte e três membros da equipe de Enfermagem atuantes em CC participaram desta pesquisa. Em setembro de 2014, os dados foram coletados por meio de entrevista com duas questões norteadoras. Os resultados foram agrupados em categorias temáticas, de acordo com a Análise de Conteúdo de Bardin, e interpretados no referencial teórico de Dejours. Resultados: Apreendeu­se que a Enfermagem vivenciou uma dualidade de sentimentos: satisfação/prazer ­ representada pelas relações interpessoais estabelecidas no trabalho, pelo aprendizado constante e pelo conhecimento científico ­ e sofrimento ­ decorrente da organiza-ção do processo de trabalho e manifestado por sintomas físicos e psicossociais que repercutem na saúde. Conclusão: Reconhecer a relação entre traba-lho e saúde e os fatores geradores de sofrimento no trabalho em CC é fundamental para subsidiar estratégias de promoção da saúde do trabalhador e melhoria das condições de trabalho.

Objective: We aimed at understanding the nursing staff 's perception of the correlation between the work in the operating room (OR) and health. Method: A descriptive and qualitative study conducted in a medium-sized hospital in Northwest Paraná. Twenty-three members of the nursing staff working in the OR participated in this study. In September 2014, the data were collected by means of an interview with two guiding questions. The results were grouped into thematic categories, according to the content analysis technique proposed by Bardin, and inter-preted within the theoretical framework by Dejours. Results: We ascertained that nursing staff has been handled a duality of emotions: satis-faction/pleasure ­ represented by interpersonal relationships established at work, constant learning and scientific knowledge ­ and by suffer-ing ­ due to the work process organization and manifested by physical and psychosocial symptoms factors that have repercussions for health. Conclusion: To identify the correlation among work, health, and factors that create suffering in the OR work is critical to support strategies that promote occupational health and improve working conditions.

Objetivo: Se buscó aprender la percepción del equipo de Enfermería sobre la relación entre trabajo en centro quirúrgico (CQ) y salud. Método: Investigación descriptiva y cualitativa, realizada en hospital de mediano porte de la Región Noroeste de Paraná. Veintitrés miembros del equipo de Enfermería actuantes en CQ participaron de esta investigación. En septiembre de 2014, los datos fueron colectados por medio de entrevista con dos cuestiones orientadoras. Los resultados fueron agrupados en categorías temáticas, de acuerdo con el Análisis de Contenido de Bardin, e interpretados en el referencial teórico de Dejours. Resultados: Se aprendió que la Enfermería vivenció una dualidad de sentimientos: satisfacción/placer ­ representada por las relaciones interpersonales establecidas en el trabajo, por el aprendizaje constante y por el conocimiento científico ­ y sufrimiento ­ decurrente de la organización del proceso de trabajo y manifestado por síntomas físicos y psicosociales que repercuten en la salud. Conclusión: Reconocer la rela-ción entre trabajo y salud y los factores generadores de sufrimiento en el trabajo en CQ es fundamental para subsidiar estrategias de promoción de la salud del trabajador y mejoría de las condiciones de trabajo.

Research on the Relationship between Hospital Service Culture and Employee Satisfaction / 现代医院

Objective To explore the relationship between hospital service culture model and the satisfaction degree of employees.Methods To build a hospital service culture model through qualitative and quantitative research and make it into the hospital service culture questionnaire and use the satisfaction scale to investigate and analyze the sample.Results The hospital service culture model conforms to the standard modeling, which consists of a sense of belonging, sense of achievement, ability development, self-reconciliation, humanization, effective communication, effective performances and win-win.These eight factors have significant positive correlations with the employee satisfaction (P<0.01).Regression analysis showed that the 8 factors on employee satisfaction prediction coefficient was between 0.062~0.241 (P<0.05 or P<0.01, P<0.001).Conclusion The sense of belonging, sense of achievement, development ability, self-congruity, humanity, effective communication, efficiency and win-win in hospital service culture have become positive predictors in different degree and range of employee satisfaction.

Analysis of hospital culture's impact on employee satisfaction of a tertiary hospital / 中华医院管理杂志

Hospital culture plays a more and more important role,among various factors that influence employee satisfaction.Study on hospital culture is gradually growing out of a pure conceptual research and emerging into an area of correlation analysis. Our studies on the hospital culture developments and employee satisfaction in a tertiary hospital,analyzed the correlations between hospital culture and employee satisfaction and its impact,with recommendations for reform strategies.

Examination and evaluation of employee satisfaction index in hospital performance evaluation / 中华医院管理杂志

Objective Examination and evaluation of employee satisfaction index in the hospital performance evaluation.Methods Stratified sampling,field survey and telephone survey were used in customizing a questionnaire for two surveys in July and December 201 5 respectively.Results The standardized score of employee satisfaction was 86.252±1 5.1 53,and the lowest score was found in the canteen environment and food quality.Conclusion Employee satisfaction is found as good overall,and targeted measures are recommended to improve insufficiencies for better employee satisfaction.

Clima laboral en el poder judicial y su incidencia en la salud mental de los profesionales que allí se desempeñan / Work environment in the judiciary and its indidencia in mental health professionals they play

El trabajo que se presenta, encuentra directa relación con la investigación UBACYT que se denomina "El Acoso Laboral en el Ámbito de la Psicología Jurídica. Estudio sobre su Delimitación y la Práctica Profesional" (20020100100970), por cuanto ésta puede ser una de las causas que alteren el Clima Social Laboral. Consideramos que la investigación de dichas temáticas, posibilitará alcanzar una recomendación de intervención, con estrategias a nivel individual y organizacional. Y así, contribuir a que, los administradores de recursos humanos de los programas sociales consideren dichas estrategias para prevenir las consecuencias del Clima Social Laboral negativo, mejorar la calidad de vida laboral de los trabajadores y, consecuentemente, mejorar la calidad del funcionamiento de la organización.

The work presented, is directly related to research UBACYT called "The Workplace Bullying in the Field of Forensic Psychology. Study on the Delimitation and Professional Practice "(20020100100970), because this may be a cause to alter the Social Weather Labor. We believe that addressing these issues, it will allow to reach a recommendation of intervention strategies at individual and organizational. And so, help to ensure that human resource managers of social programs consider these strategies to prevent the consequences of Labour Social Weather negative, improve the quality of working life for workers and, consequently, improve the quality of organizational performance.

Establishment and evaluation of employee satisfaction indicator system for thirteen general hospitals / 中华医院管理杂志

Objective Establishing an employee satisfaction indicator system for tertiary hospitals in Beijing.Methods Evaluation indicators are built on theory research,and questionnaires are designed for survey.Such methods as principal component factor analysis,and verification factor analysis are called into play to test the construct validity and establish in the end the employee satisfaction indicators system.Results Such indicators comprise five grade-1 dimension and 34 grade-Ⅱ dimension,such as hospital management satisfaction indicator.Conclusion This self-designed scale ideally mirrors the employee satisfaction of tertiary hospitals in Beijing,proving the indicators to be objective and reasonable.

Effectiveness of the Preprocessed Foods on Productivity and Satisfaction in School Foodservices

Fresh-cut foods have been widely used in the school foodservice industry due to their convenience and saving effects of labor and working hours. This study evaluated the effectiveness of using fresh-cut foods in school foodservice with respect to cost efficiency, customer satisfaction, employee satisfaction, and productivity. First, in terms of cost efficiency, the cost of the fresh-cut food per meal price significantly increased by 2.6% via the new production plan. Meanwhile, the costs of labor and food wastes significantly decreased by 3.0% and 0.3%, respectively, after implementing the new plan. Second, customer satisfaction towards foodservice significantly increased, from 2.94 points prior to the new plan to 3.45 points. Third, foodservice productivity such as of the number of meals per full-time equivalent employee increased by 5.7 meals, from 143.0 meals to 148.7 meals after intervention. The productivity index of work hours for producing a meal also increased and was reflected by a work time reduction of 0.77 minutes, specifically from 4.25 minutes to 3.48 minutes. The labor cost per meal also decreased by 29.9 won, from 331.91 won to 301.97 won, but there was no significant difference. Through these results, we identified that using pre-process foods in school foodservice has positive effects on labor saving, customer satisfaction, and employee work satisfaction.

The Study of Self-Evaluated Employee Satisfaction Comparing Contract Foodservice and Independent Foodservice

The study estimated employee satisfaction to apply TQM system to hospital foodservice management. A survey was mailed to foodservice employees of five general hospitals with more than 300 beds, three of them were independent and two of them were contract foodservice management. A total of 129 questionnaires were returned and analyzed for statistical analysis. Statistical analysis was completed using SPSS for chi-square test, t-test and Pearson's correlation. The results of this study showed that employees of contract foodservice presented higher scores than independent foodservice in interests, affection, importance of works. And achievement of work was significantly different between contract and independent foodservice employees (p < 0.05). The satisfaction of payment adequacy was lower for contract foodservice employees (p < 0.05). The employees of both contract and independent foodservice were satisfied with attitude of foodservice managers toward employee. Attitude scores of foodservice employees toward co-worker were higher in independent foodservice. Employees of independent foodservice showed higher scores for the attitude toward institution represented satisfaction.