Salary and entry-level requirements for pharmacy technicians compared with other health technologist and technician occupations in Maryland

Mattingly, Ashlee N.; Boyle, Cynthia J.

doi:10.1016/j.japh.2019.09.009

Cited by 8 publications

(5 citation statements)

References 7 publications

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“…This study found that the level of satisfaction was relatively higher among highly paid staff and this was consistent with a number of previous studies (30)(31)(32). A study (33) among pharmacy in Maryland reported that low satisfaction with salary as a reason for intending to leave an employer. Health care staff pay more attention to remuneration because it has a direct impact on their quality of life.…”

Section: Disscussionsupporting

confidence: 90%

Job satisfaction and associated factors among health care staff in township health centers——a cross-sectional survey in rural Central China

Chen

Yao

et al. 2021

Psychology, Health & Medicine

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Background:Township health centers play a cornerstone role in the work of primary health care in China while it's development is largely limited by the brain dra care staff in township health centers in Huangpi District. Methods: This research was conducted in Huangpi, China. Convenience sampling methods and selfadministereded questionnaires were used. 1370 of valid samples were collected with 97.72% effective rate. Descriptive statistics are used to describe sociodem square statistical was used to test the binary association between job satisfaction and another categorical variable. All the sociodemographic information was Conclusions: Government and management should consider the impact of current policies on job satisfaction to reduce staff's personal job dissatisfaction, Re Background Primary health care is widely perceived to be the backbone of a national health care system(1), and township health centers serve as a central role in primary health care to ensure the implementation of many functions of health service at the grass-roots level in rural areas(2). However, for a long time, the shortage of personnel is prominent due to di culties in recruitment and serious wastage in rural health institutions, especially township health centers(3). A study conducted by Yang et al (4) indicated that China's rural health resources are extremely de cient, compared with other types of human resources for health. The shortage of professionals in health care centers will eventually affect the health of the rural population and exacerbate health inequality. Some studies (5, 6) have shown that improving job satisfaction is crucial for reducing turnover intention among personnel in township health centers.Job satisfaction originated from Hawthorne's experiment to study the work e ciency of workers. Hoppock ( 7) rst put forward the concept of job satisfaction, with the de nition of a subjective evaluation of their work status from a personal point of view. Locke (8) believes that job satisfaction represents the emotional state generated by the achievement of one's job value in the work situation. After years of development, Scholars have put forward the de nition of job satisfaction from different angles and enriched its connotation and dimension. In this study, we are prefer to use the de nition: The psychological state in which an individual has a benign feeling about the work itself and its related parties in the process of working within the organization, including working environment, working status, working style, work stress, challenge, interpersonal relationship at work, etc(9).In 1935, Hoppock used the attitude scale for the rst time to evaluate job satisfaction, but he focused more on the material level of work, lacking the in uence of internal factors on employees. Later scholars developed a number of relatively mature evaluation scales on this basis, most of which include promotion opportunity, salary, colleague relationship and work itself (10-12). Although there are a variety of concepts and measurement methods...

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Section: Disscussionsupporting

confidence: 90%

Job satisfaction and associated factors among health care staff in township health centers——a cross-sectional survey in rural Central China

Chen

Yao

et al. 2021

Psychology, Health & Medicine

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“…**First Author. Professor, Department of Management, Faculty of home-pay they get and the manner or process of determining the compensation which can be seen by employees as a matter of injustice in terms of compensation (Hirschi, Herrmann, Nagy, & Spurk, 2016;Robst & VanGilder, 2016;Mattingly & Boyle, 2019). Therefore, it is interesting to study in this study regarding the suitability of HR with work as well as the values and goals of the organization (Person-Organization fit) (Choi, Kim, & McGinley, 2017;Deniz, Noyan, & Ertosun, 2015;Afsar, Badir, & Khan, 2015;Yu, 2014;Saether, 2019), while for the aspect of appreciation to employees, what is relevant is the fairness of the organization in providing rewards (career and financial) to its employees for the performance they have contributed (Yilmaz & Chen, 2009).…”

Section: Introduction 17 18mentioning

confidence: 99%

Structural Model of Developing Human Resources Performance: Empirical Study of Indonesia States Owned Enterprises

Haerani¹,

MARDI²,

Hakim³

et al. 2020

JAFEB

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This study aims to analyze the effect of structural Person-Organization Fit and organizational justice on organizational commitment, job satisfaction, Organizational Citizenship Behavior and employee performance. This study is based on a quantitative approach by collecting data using a survey conducted on three SOE's companies in Indonesia that operate in Makassar City, namely Pelindo. Ltd (Port Company), PLN. Ltd (Electric Company) and Pertamina. Ltd (Oil and Gas Company), with a sample of 90 employees. The study population was all non-managerial permanent employees. Data analysis using Structural Equation Modeling. In structural relations, out of the nine direct tests, there were two insignificant relationships, and in all three hypotheses there was one not-supported hypothesis. When compared between person-organization Fit and Organizational Justice, it is found that organizational justice has a more critical role in building Human Resource performance compared to Person-Organization Fit, because organizational justice is better able to provide job satisfaction and make organizational commitment and OCB as a prerequisite for its formation to better Human Resources performance. With organizational justice, employees will feel more satisfied working, committed to the work and organization, and behaves as a supportive organizational citizen for the realization of the best performance for the interests of the organization going forward.

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“…As pharmacy technicians are essential to community pharmacy in the midst of their practice becoming more patient-centric model, community pharmacies must compensate their technicians at levels in line with the responsibilities they are increasingly being asked to take on, or risk losing them to other practice settings (such as hospitals and government, which has consistently paid pharmacy technicians higher hourly wages) or to other jobs outside of pharmacy entirely. Mattingly and Boyle have found that pharmacy technicians were the lowest compensated of 14 health technologist occupations in the U.S. state of Maryland, despite having education, training, and regulatory requirements similar to those other occupations [31]. Chui and colleagues stated that community pharmacies must redesign technician jobs, deploy them more effectively, and provide the training and compensation commensurate with these jobs so as to re-engineer practice with greater patient safety in mind [32].…”

Section: Discussionmentioning

confidence: 99%

Wage Premiums as a Means to Evaluate the Labor Market for Pharmacy Technicians in the United States: 1997–2018

2020

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Pharmacy technicians are integral members of the health care team, assisting pharmacists and other health professionals in assuring safe and effective medication use. To date, evaluation of the labor market for pharmacy technicians has been limited, and relatively little has been evaluated regarding trends in wages. The objective of this research is to use US Bureau of Labor Statistics (US BLS) data to evaluate changes in pharmacy technician wages in the United States from 1997 to 2018 relative to changes in the US consumer price index (CPI). Median hourly wages for pharmacy technicians were collected from US BLS data from 1997 to 2018. Median hourly wages were compared to expected hourly wages, with the difference, a wage premium, indicative of imbalances in the supply and demand of labor. Both positive and negative wage premiums were observed, with most positive wage premiums occurring prior to 2007 and most negative wage premiums observed after 2008. Differences in wage premiums were also observed between technicians working in various practice settings. Given the median length of employment of pharmacy technicians, it is likely that the majority of technicians working in US pharmacies have not experienced increases in their wages relative to what would be expected by changes in the CPI. This has occurred at a time when pharmacies and pharmacists are asking more of their pharmacy technicians. Researchers and pharmacy managers must continue to evaluate the pharmacy technician labor market to assure that technician wage and compensation levels attract an adequate supply of sufficiently skilled workers.

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Salary and entry-level requirements for pharmacy technicians compared with other health technologist and technician occupations in Maryland

Cited by 8 publications

References 7 publications

Job satisfaction and associated factors among health care staff in township health centers——a cross-sectional survey in rural Central China

Job satisfaction and associated factors among health care staff in township health centers——a cross-sectional survey in rural Central China

Structural Model of Developing Human Resources Performance: Empirical Study of Indonesia States Owned Enterprises

Wage Premiums as a Means to Evaluate the Labor Market for Pharmacy Technicians in the United States: 1997–2018

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