The Relationship Between Career Ladder and Nurses Job Satisfaction at a Hospital

Saputri, Ekawati; Pasinringi, Syahrir A.; Ake, Julianus

doi:10.20473/jaki.v9i1.2021.55-66

Cited by 6 publications

(4 citation statements)

References 39 publications

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“…In the study of Dai et al [ 12 ], there were 75.5% more nurses with an N2 or above clinical ladder level higher than our sample. Nurses with a higher clinical ladder level may have more opportunities to grow in their careers and be more satisfied with their jobs [ 43 ].…”

Section: Discussionmentioning

confidence: 99%

The relationships among overcommitment, effort-reward imbalance, safety climate, emotional labour and quality of working life for hospital nurses: a structural equation modeling

et al. 2023

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Background Quality of working life (QWL) is a highly important issue for nurses. Nurses with lower QWL tend to have lower job performance and intention to stay. The aim of this study was to apply a theoretical model to examine the structural relationships among overcommitment, effort-reward imbalance (ERI), safety climate, emotional labour and QWL for hospital nurses. Methods A cross-sectional study design and a simple random sampling method were used to recruit 295 nurses in a teaching hospital and used a structured questionnaire was used to collect data. Results Overall, the nurses’ QWL was moderate. Our theoretical model showed a good model fit. Overcommintment had a significant direct positive effect on ERI (β = 0.35, p < 0.001) and indirect effects on safety climate (β = -0.149, p = 0.001), emotional labour (β = 0.105, p = 0.001) and QWL (β = -0.061, p = 0.004). Additionally, ERI not only had significant direct effects on safety climate (β = -0.42, p < 0.001), emotional labour (β = 0.30, p < 0.001) and QWL (β = -0.17, p < 0.001) but also indirectly affected QWL through safety climate (β = -0.304, p = 0.001) and emotional labour (β = -0.042, p = 0.005). Both safety climate (β = 0.72, p < 0.001) and emotional labour (β = -0.14, p = 0.003) showed significant direct effects on QWL. Our final model accounted for 72% of the variance in QWL. Conclusion Our results highlight the necessity of improving the QWL of nurses. Policymakers and hospital administrators should develop policies and strategies that encourage nurses to exhibit an appropriate level of commitment, balance effort and reward, establish a climate of safety, and reduce emotional labour to improve the QWL of hospital nurses.

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Section: Discussionmentioning

confidence: 99%

The relationships among overcommitment, effort-reward imbalance, safety climate, emotional labour and quality of working life for hospital nurses: a structural equation modeling

et al. 2023

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“…Ketidaksopanan atau perilaku Incivility digambarkan sebagai perilaku mengganggu yang dapat mengakibatkan tekanan fisiologis atau psikologis bagi mereka yang terlibat (Natarajan et al, 2017). Incivility merupakan perilaku sosial dimana kurangnya rasa hormat kepada orang lain (Saputri et al, 2021). Incivility merupakan perilaku yang dapat merusak pekerjaan, proses pembelajaran, serta relasi yang dapat mengakibatkan terjadinya tekanan fisik dan mental pada seseorang yang berada di lingkungan tersebut.…”

Section: Latar Belakangunclassified

The Behavioral Incivility In Second-Year Nursing Students

Tahulending,

Manurung,

Purba

et al. 2024

JKM

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Background: Incivility behavior also occurs in the scope of education. The nursing education setting is also not free from the problem of incivility. The incidence of incivility or incivility behavior in nursing education is increasing so that it can affect the learning environment, the learning process in the classroom, and also during clinical practice. Pupose: The purpose of this study was to determine the description of Incivility behavior in second year nursing faculty students at University X Methods: The method in this study was descriptive quantitative with a cross-sectional approach. The population was 191 second-year nursing students. The Indonesian version of the Clark Civility Index for Students and Classmates questionnaire was used in this study. Univarite analysis was conducted in this study. The research time period with research time from January-April 2023. Results: The results showed that the level of Incivility behavior in second year nursing students was in the low category as many as 83 (43.5%) in the civil category and very incivility was only 0.5%. Likewise, the 61 (31.9%) classmates' assessment category is included in the civil category. Implication: The majority of respondents described behavior in the range of moderately civil to very civil. So it can be concluded that the level of Incivility behavior in second year students at one of the X Universities is in the low category. Keywords: Incivility,Nursing,Students

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“…The management of RSUD dr. Tjitrowardojo Purworejo implements a reward and punishment system to encourage hospitals users to comply with established rules and procedures. Rewards can be in the form of recognition, rewards, or other incentives that can increase motivation and job satisfaction for those who consistently comply with the rules and perform their duties well (Saputri et al, 2021). Dr. Tjitrowardojo Purworejo's management of RSUD aims to create a disciplined, efficient, and professional work environment by implementing a reward and punishment system for hospital users who violate the rules or do not carry out their duties properly.…”

Section: Organizationmentioning

confidence: 99%

Hospital Management Information Model Hot-Fit: A Systemic Evaluation At Hospital

DWIYANTO

2023

jika

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Management Information System (MIS) for hospital at RSUD dr. Tjitrowardojo Purworejo has not been evaluated comprehensively. Officers lack competence and discipline, need cognitive contribution and leadership support. There is a lack of technological and equipment support. Culture and work patterns influence technology implementation. The study analyses MIS for hospital services at RSUD dr. Tjitrowardojo Purworejo, utilizing interviews and observations. It identifies challenges, develops recommendations, and utilizes a qualitative approach, including case studies and document analysis, to enhance efficiency and quality. This study uses qualitative methods with interviews, observations, case studies, and document analysis to understand the phenomenon of MIS for hospital.RSUD dr. Tjitrowardojo Purworejo faced obstacles in managing MIS due to insufficient staff needs. Management seeks to address this issue with new hires and internal training. Lack of officer discipline and lack of features that match the needs are also a challenge. Management enforces a reward and punishment system, allocates costs, develops networks, and monitors the evaluation of MIS for hospital. Evaluation of MIS for hospital is important, paying attention to input from health professionals, IT personnel, hospital administrators, and patients to identify weaknesses and improve the system for better health services.

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The Relationship Between Career Ladder and Nurses Job Satisfaction at a Hospital

Cited by 6 publications

References 39 publications

The relationships among overcommitment, effort-reward imbalance, safety climate, emotional labour and quality of working life for hospital nurses: a structural equation modeling

The relationships among overcommitment, effort-reward imbalance, safety climate, emotional labour and quality of working life for hospital nurses: a structural equation modeling

The Behavioral Incivility In Second-Year Nursing Students

Hospital Management Information Model Hot-Fit: A Systemic Evaluation At Hospital

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