Journal articles on the topic 'Health facilities – Employees'
To see the other types of publications on this topic, follow the link: Health facilities – Employees.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Health facilities – Employees.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Aruna, S., and V. Seetha. "Employees Welfare Measures: Importance, Statutory Provisions and Various Agencies Protecting The Welfare of Employees." Shanlax International Journal of Commerce 7, no. 2 (April 1, 2019): 25–30. http://dx.doi.org/10.34293/commerce.v7i2.337.
Full textAbstract:
Employees welfare includes various facilities, services and amenities provided for improving their health, efficiency, economic betterment and social status of the workers. The Welfare measures will improve the physique intelligence, morality and standard of living of the workers, which in turn will improve their efficiency and productivity. Employees welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency. The purpose of employee’s welfare is to develop personality of the workers to make a better workforce. Welfare schemes it create efficient, healthy, loyal and satisfied labor force for the organization. Providing such facilities make their work life better and leads to good standard of living. The present study focus on employees welfare measures and what are the various statutory provisions and agencies protecting the welfare of employees
2
Abbasian, E. "Smart care facilities space for employees." European Psychiatry 64, S1 (April 2021): S264—S265. http://dx.doi.org/10.1192/j.eurpsy.2021.710.
Full textAbstract:
Introduction Smart care in offices and industrials approach has the best way for the results of staying healthy in the transmission chain and this issue is not only a moral necessity but also it can be a successful plan where personal care centers start keeping the patients, employees, and experts of healthcare ward healthy by digital industries. In this project, the environment along with the individual`s body scan and accessing his /her biomarkers, the environment mechanism will be approached to the welfare level to disappear the disease, then change the air by antiseptic materials for air conditioning desirably.ObjectivesDesigning the self-care environment by accessing the smart elements decreases the pathogenic factors in the environment, by scanning the individual`s case and inquiring from health base, the features of the environmental elements will be optimized to normal situation.MethodsContent analysis of environmental components of space and categorizing of sensors. Determining the basic model for programming Designing the architectural environment in accordance with the standards set in the previous section, preparation of the model with thermal, biological, biochemical,.sensors.ResultsDesigning the self-care environment by accessing the smart elements decreases the pathogenic factors in the environment, by scanning the individual`s case and inquiring from health base, the features of the environmental elements will be optimized to normal situation.ConclusionsBy a positive design in architectural changes in care units in the field of public spaces, offices and industrial parts, we can easily control individual behaviors in the face of pandemic diseases and decline their psychic side effects.Conflict of interestOur work experience requires investment to run on a real scale
3
Ch. N. Santhosh Kumar, Dr, and Dr Mohammed Ali Hussain. "A Review on Employee’s Health Monitoring System using IOT." International Journal of Engineering & Technology 7, no. 2.7 (March 18, 2018): 988. http://dx.doi.org/10.14419/ijet.v7i2.7.11608.
Full textAbstract:
Due to the automation trends going on rapidly on these days in major organizations employees are constantly facing severe stress regarding their jobs. This insecurity levels in them is leading to several health problems some of which are to be monitored and proper medical care should be taken. Due to the work stress and lack of leisure’s time many Employee’s are postponing their health check-ups and facing major health issues. These health issues like blood pressure , heart diseases , diabetes, pneumonia etc., can be kept at checking levels if they are regularly monitored and avoiding future problems. Due to these health problems employees are not able to do their work as expected. So if the organizations take a major initiative regarding in this point of view by keeping a regular check on employees health and there routine medical check-ups by sending periodic alert messages to the corresponding employee reminding about their check-ups. In this Paper we are trying to design a software Application which enables the organization to provide necessary health check-up facilities to their employee’s by collecting the medical information from each employee while joining the organization. It can also track employee health condition during his travel by using GPS. It would be of a great help to every employee. The organization collects medical information regarding the employee’s making it mandatory process and storing the data in database (PHR),
4
Alhayra, Abdul Rauf, Zainal Ruma, and Uhud Darmawan Natsir. "PENGARUH FASILITAS KANTOR TERHADAP MOTIVASI KERJA PEGAWAI PUSKESMAS HERLANG KABUPATEN BULUKUMBA." Transekonomika: Akuntansi, Bisnis dan Keuangan 2, no. 5 (July 8, 2022): 303–14. http://dx.doi.org/10.55047/transekonomika.v2i5.215.
Full textAbstract:
This research is a research that aims to find out how the effect of office facilities on work motivation of Herlang Health Center employees, Bulukumba Regency. This research uses a quantitative approach. The population in this study were all employees of the Herlang Health Center, totaling 86 employees. The technique for determining the sample used a saturated sample, namely all employees of the Herlang Health Center, totaling 86 employees, were sampled. There are 2 variables in this study, namely the independent variable of office facilities (X) and the dependent variable of work motivation (Y). Data collection techniques are carried out by observation, distributing questionnaires (questionnaires), interviews, and documentation. The analytical technique used is simple linear regression using SPSS 21 (statistical package for social sciences) as a tool. The results of research that has been carried out at the Herlang Health Center, Bulukumba Regency, the data obtained from research findings that there is a significant influence between office facilities on employee motivation at Herlang Health Center is 73.7%
5
Metlen, Scott, Daniel Eveleth, and Jeffrey J. Bailey. "Management support and perceived consumer satisfaction in skilled nursing facilities." Health Services Management Research 18, no. 3 (August 1, 2005): 198–210. http://dx.doi.org/10.1258/0951484054572510.
Full textAbstract:
How managers 'manage' employees influences important firm outcomes. Heskett, Sasser, and Schlesinger contend that the level of internal support for service workers will influence consumer satisfaction. This study empirically explores how skilled nursing facility (SNF) managers affect consumer satisfaction by encouraging employee effectiveness and listening to employees to determine how to improve employee effectiveness. We extend previous research by proposing management as a form of internal support and demonstrating its relationship to service process integration, as a distinct form of internal support. The results of our individual-level investigation of 630 nursing assistants from 45 SNFs provide support for our two-part hypothesis. First, active management support and process integration, as elements of internal support, do lead to increased employee satisfaction and employee effectiveness. Second, the increased employee satisfaction and effectiveness was positively related to consumer satisfaction, as evaluated by the service workers. Thus, there is a positive influence of management's internal support of nursing assistants on perceived consumer satisfaction.
6
Doran, Kelly, Barbara Resnick, Natalie Kim, Donna Lynn, and Tyrell McCormick. "Applying the Social Ecological Model and Theory of Self-Efficacy in the Worksite Heart Health Improvement Project-PLUS." Research and Theory for Nursing Practice 31, no. 1 (2017): 8–27. http://dx.doi.org/10.1891/1541-6577.31.1.8.
Full textAbstract:
Background: Long-term care (LTC) employees are at high risk for cardiovascular disease. Despite the documented benefits of worksite health promotion (WHP) programs for employees and employers and the potential benefits to residents in LTC facilities, LTC employees are rarely offered WHP programs. Purpose: The purpose of the intervention described in this article is to reduce cardiovascular disease risk factors among LTC workers using a physical activity, nutrition, and stress management WHP implemented during paid work time with 98 LTC staff members. Methods: This article describes a 9-month physical activity, nutrition, and stress management WHP intervention delivered during paid work time to reduce the cardiovascular disease risk of employees working in LTC. The intervention is rooted in the social ecological model and social cognitive theory. The intervention is based on formative research and evidence-based practice recommendations and is specifically designed to reduce barriers to intervention participation (e.g., inconsistent break times and unpredictable resident care needs) and enhance motivators to program participation (e.g., enhanced social support). Results: The intervention is ongoing, but measures are described. Conclusion: As more employers offer WHP programs, it is important that programs are tailored to meet specific employee groups and work environments. This article operationalizes a WHP research protocol with LTC employees that can be applied to reduce cardiovascular disease risk in LTC employees or similar employee groups in similar work environments.
7
Sharma, Hari, and Lili Xu. "Profit Status and Employee Turnover in Iowa Nursing Homes." Innovation in Aging 5, Supplement_1 (December 1, 2021): 568. http://dx.doi.org/10.1093/geroni/igab046.2184.
Full textAbstract:
Abstract Employee turnover is a huge concern for nursing homes that care for millions of older individuals whose physical and cognitive impairments make them vulnerable, especially in the middle of a pandemic like COVID-19. Existing research has shown that high turnover of employees can lead to poorer quality of care. Low pay is often cited as one of the key reasons for high turnover of employees in nursing homes. For-profit nursing homes may try to maximize profits by limiting wages paid to their employees. In this study, we examine whether profit-status of a facility is associated with high turnover of its employees. We obtain data on 415 nursing homes operating in Iowa between 2013-2017. We descriptively examine the turnover trends in nurse employees and all employees over time by profit status. We evaluate whether profit status is associated with high turnover using pooled linear regressions controlling for nursing home and resident characteristics. Descriptive results show that for-profit facilities had higher turnover of nurse employees (61.1% vs. 49.6%) and all employees (56.6% vs. 45.4%). Results from multivariate regressions show that, compared to non-profit facilities, for-profit facilities had 6.93 percentage points higher (p<0.01) turnover of all employees, and 7.76 percentage points higher (p<0.01) turnover of nurse employees after controlling for facility and resident characteristics. Given existing evidence on the adverse impact of high employee turnover on nursing home quality, we need policies aimed at lowering employee turnover, targeting for-profit nursing homes.
8
Mayuran, Logendran, and Thusyanthini Nadarasa. "Employees’ health and safety facilities and their impact on employees’ satisfaction in electricity board." ACADEMICIA: An International Multidisciplinary Research Journal 3, no. 6 (2013): 67. http://dx.doi.org/10.5958/j.2249-7137.3.6.007.
Full text
9
Carpenter, M. J. "Smoking in correctional facilities: a survey of employees." Tobacco Control 10, no. 1 (March 1, 2001): 38–42. http://dx.doi.org/10.1136/tc.10.1.38.
Full text
10
Krstic, Miroslava, Vladimir Obradovic, Zorica Terzic-Supic, Dejana Stanisavljevic, and Jovana Todorovic. "Leadership and motivation among employees in health-care facilities in Serbia." Management:Journal of Sustainable Business and Management Solutions in Emerging Economies 24, no. 1 (October 27, 2018): 33. http://dx.doi.org/10.7595/management.fon.2018.0022.
Full textAbstract:
Reserarch question: This paper investigates whether motivational factors have influence on the work of employees in health care organizations of Serbia and what factors affect employees. Motivation: Motivation and job satisfaction among different groups of workers in health care facilities in Serbia are an important issue. This study’s purpose is to assist health managers in their efforts to fulfill individual and organizational targets by highlighting the most preferred motivational factors among the employees. With good leadership and with the building of good motivational system the organization can increase its value and competitiveness. It has been shown that employees are more motivated and work under less stress if there is a support from their leader or manager (Jensen, 2010). Idea: The core idea of this paper is to evaluate the relationship between motivational factors and work of employees in health care institutions in Serbia. The central hypothesis of this study is what the managers within health care institutions have to do to improve motivation as well as their abilities for the fulfillment of both individual’s and organization’s needs. Data: The cross-sectional study included 217 physicians, nurses, technicians, health associates and non-medical staff in 21 facilities of primary, secondary and tertiary levels in Pozarevac, Belgrade, Nis, Pirot, Novi Sad, Zrenjanin, Krusevac, Varvarin and Novi Pazar. Tools: The research instrument was a questionnaire with questions regarding socio-demographic characteristics, participants’ characteristics and motivational factors. The data were analyzed using descriptive and analytical statistics. Findings: The most important motivational factors are: salary, good interpersonal relationships and team work, contribution to population’s health and patient’s satisfaction. Around 10% of the participants thought that work could be done well even without motivational factors’ presence. Employees from the areas outside Belgrade rated job security higher in comparison with employees from Belgrade. A study conducted at the University of llorin Teaching Hospital in 2011 showed that salary was the most important motivational factor, followed by job security (Ojokuku& Salami, 2011). Contribution: Salary is an important motivational factor for employees in health care facilities in Serbia. Managers should work on the improvement of motivational factors through acknowledgement of needs of individual employees as well as through involving employees into decision making.
11
Sucipto, Sucipto, Petri Wani Sumbayak, and Claudia Gadizza Perdani. "Evaluation of Good Manufacturing Practices (GMP) and Sanitation Standard Operating Procedure (SSOP) Implementation for Supporting Sustainable Production in Bakery SMEs." Turkish Journal of Agriculture - Food Science and Technology 8, no. 1 (January 27, 2020): 7. http://dx.doi.org/10.24925/turjaf.v8i1.7-12.1960.
Full textAbstract:
Resources efficiency in production is essential to support sustainable production. “X” Bakery is one of the bread small and medium enterprises (SMEs) in Batu, East Java Indonesia. This study aimed to evaluate the implementation of Good Manufacturing Practices (GMP) and Sanitation Standard Operating Procedure (SSOP) in bread processing of SMEs production. This research used observation methods, interviews, and questionnaires. Respondents in this research are supervisors and employees of “X” Bakery. The results of this study indicated that the GMP implementation achieved 58.3% and SSOP of 52.3%, implying this industry had been standing under a minimum of 60%. This industry had poor qualified of GMP and SSOP. Five aspects of GMP have be fulfilled, namely the location and environment, production equipment, process control, food labelling, and product recall. Although, nine elements that have not met, namely buildings and facilities, water supply, sanitation facilities and activities, pest control, employee health, storage, supervision by the responsible person, employee documentation, and training. Furthermore, three aspects of SSOP have met, namely the prevention of cross-contamination, food protection, and labelling. There are five elements have not fulfilled SSOP criterias, namely the security of water, surface hygiene, sanitation facilities, and employee health control and pest prevention. The weakest indicator for each GMP and SSOP implementation are supervision and employee's health control respectively. Therefore, it was necessary to increase the employee's knowledge, the addition of supporting facilities, and production supervision to improve the implementation of GMP, SSOP, and sustainable production.
12
Bazan-Bulanda, Anna. "Impact of Occupational Health and Safety Regulations on the Employee's Decision to Take up Employment." System Safety: Human - Technical Facility - Environment 1, no. 1 (March 1, 2019): 141–48. http://dx.doi.org/10.2478/czoto-2019-0018.
Full textAbstract:
AbstractWorkers' safety in the workplace depends on the compliance of both employees and the employer with applicable regulations. The EU member states in internal law contain regulations in line with EU directives in this area. The author of this study decided to examine whether compliance by the employer with health and safety provisions is an element motivating employees to take up employment. he law applies to both employees and employers, but their content is not affected by any of the parties to the employment relationship. The purpose of the article was to answer the question whether compliance by the employer with health and safety at work rules is an element that influences the employee when making a decision about taking up employment. The method used was the diagnostic survey method and the survey tool. The research was conducted in 102 facilities-enterprises in the Silesian Voivodeship employing at least 20 employees. The respondents were employees within the meaning of the Labor Code who declared knowledge of basic regulations in the field of occupational health and safety. The unambiguous lack of impact of compliance with the health and safety at work regulations by the employer on the decision on employment was indicated by 29.3% of respondents, while 60.8% of all respondents declared such an impact. Among the surveyed employees there was a group of undecided people,
13
Teofilo-Markovic, Roberta, Marina Deljanin-Ilic, Zoran Milosevic, Milena Vasic, Dragan Bogdanovic, and Cedomir Sagric. "Level of job satisfaction among employees working at healthcare facilities in Nisava and Toplica district." Medical review 66, no. 9-10 (2013): 379–85. http://dx.doi.org/10.2298/mpns1310379m.
Full textAbstract:
Introduction. The product of health system and its employees is health service whose quality is related to the satisfaction and motivation of people working in health system. The objective of this study was to assess and compare satisfaction with different aspects of work among different categories of employees in healthcare facilities on primary, secondary and tertiary level of health care in Nisava and Toplica districts. Materials and Methods. The study was conducted as a one-day study in 15 healthcare facilities on primary level, in two public hospitals and 27 clinics of Clinical Centre of Nis, using anonymous questionnaire. Out of 3,892 employees, who took part in this study, 2,227 were from primary and 1,665 were from secondary and tertiary level. Results. All employees on primary level are more satisfied with the majority of aspects of job comparing with employees on secondary and tertiary level of health care. Administrative staff is in general more satisfied with all aspects of job comparing with other categories of employees. All employees on secondary and tertiary level are more physically and psychically exhausted than employees on primary level of health care. Health workers on secondary and tertiary level are most psychically exhausted. Conclusion. There is a difference in satisfaction with different aspects of job in different categories of employees, and on different levels of health, in healthcare facilities in Nisava and Toplica districts. Employees of healthcare facilities on primary level of health care are in general more satisfied than employees on secondary and tertiary level of health care.
14
Opelt, Maximilian, Marianne Hege, and David Rester. "Betriebliches Eingliederungsmanagement aus der Beschäftigtenperspektive." ASU Arbeitsmedizin Sozialmedizin Umweltmedizin 2020, no. 02 (January 31, 2020): 114–22. http://dx.doi.org/10.17147/asu-2002-8387.
Full textAbstract:
Occupational reintegration management from an employee perspective – a qualitative study of care and support facilities Introduction: Demographic trends and the associated shortage of skilled workers mean that older employees are becoming increasingly important to companies, which must rely on the resources of an aging workforce. Older people are more likely to be unfit for work, which results in more absenteeism. The legislature approved the occupational reintegration management (BEM) in 2004 in order to maintain and promote the ability of emloyees to work. The aim of the investigation was to determine employees’ perspective of BEM, as this has received little coverage as a subject of research. Methods: The research field was represented by a total of six care and support facilities in east Thuringia. The research question was: “What expectations do employees have regarding BEM?” Grounded theory was used to carry out nine guided interviews with employees in care and support facilities. The data was analysed by using the qualitative content analysis according to Mayring. Results: Incapacity for work places a wide range of burdens on those affected by it. This is often accompanied by a change in attitudes and behaviour. Reintegration management is therefore perceived as a very important and helpful institution for return to work. A considerable deficit of knowledge on the subject of BEM was nevertheless discovered. Conclusion: Affected persons expect to be able to keep their job as a result of BEM. The BEM process should be characterised by a step-by-step approach. Colleagues are crucial to a successful return to work as they can support the reintegration with understanding and consideration. Medical specialists were also considered to be very important to integration. Other expectations addressed improvements in the area of workplace health promotion. Keywords: care and support facilities – occupational reintegration management – employee perspective – collegiality – grounded theory
15
Valenti, William M. "Tuberculin (TB) Skin Testing After Exposure." Infection Control 6, no. 6 (June 1985): 249–50. http://dx.doi.org/10.1017/s0195941700061634.
Full textAbstract:
Many employee health programs perform skin-tests on employees after exposure to pulmonary tuberculosis. This activity has become standard in employee health programs. The scenario in most health care facilities involves employees who are exposed to patients with active pulmonary tuberculosis. Many of these patients have active disease that is not detected during their hospitalization, and personnel are exposed unknowingly. The diagnosis of tuberculosis is often made after the patient is discharged which may result in contact tracing of exposed employees. This activity seems straightforward at first glance but is usually time-consuming and cumbersome. The first questions often asked are: what constitutes a dangerous patient and what is the definition of an exposure?
16
Damayanti, Yulia Herman, Sokhivah Sokhivah, and Almisar Hamid. "Supportive supervision in improving stress management skills on employees of health social security implementing agency in South Tangerang City." Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan 5, no. 5 (December 25, 2022): 2320–29. http://dx.doi.org/10.32670/fairvalue.v5i5.2708.
Full textAbstract:
Frontline personnel in South Tangerang City serve participants and prospective participants directly and indirectly. Work is pressure-prone. Supportive supervision is needed to reduce employee stress. This study aims to determine the causes of stress for Health Social Security Implementing Agency employees in South Tangerang City, the implementation of supportive supervision to improve employee stress management, and the factors that support and inhibit supportive supervision in improving employee stress management. This research is descriptive and qualitative. Workload, role ambiguity, participant attitudes, individual mental states of employees, and work support facilities cause stress for Health and Social Security Implementing Agency staff in South Tangerang City, according to this study. To reduce employee stress, supportive supervision is used. South Tangerang's Health Social Security Implementing Agency provides emotional, instrumental, appreciating, informational, social integration, and spiritual support. Role play, sharing sessions, and strong work connections enhance supportive supervision in enhancing employee stress management. Participants' attitudes and employees' personalities are difficulties.
17
Haiduven, Donna J., Carmen P. Hench, Sandy M. Simpkins, Kathleen E. Scott, and David A. Stevens. "Management of Varicella-Vaccinated Patients and Employees Exposed to Varicella in the Healthcare Setting." Infection Control & Hospital Epidemiology 24, no. 7 (July 2003): 538–43. http://dx.doi.org/10.1086/502243.
Full textAbstract:
Varicella exposures from patients, visitors, and staff continue to occur in healthcare facilities. In a recent report from the National Surveillance System for Health Care Workers, 9 participating hospitals reported 72 varicella exposures from 1996 to 1999, involving 1,111 health-care workers. Depending on the patient and employee demographics for any particular healthcare institution, the number of these exposures can vary. Many healthcare facilities follow the guidelines of the Hospital Infection Control Practices Advisory Committee for non-immune employees exposed to varicella. These guidelines recommend that such employees be excluded from duty from 8 to 21 days after exposure to varicella. There is no standard definition of what constitutes exposure to varicella, which can result in employees' being excluded from duty on one or more occasions without having contracted chickenpox. We previously reported our experience of allowing non-immune employees exposed to varicella to work while wearing masks, checking daily for prodromal symptoms, and excluding these employees from duty only if such symptoms occurred. Since our original report from 1994, we have continued this practice without adverse consequences.
18
Ayuningtias, Nur Sabilillah, Toni Herlambang, and Tatit Diansari Reskiputri. "Pengaruh Keselamatan Kerja, Kesehatan Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada PT Sinar Sosro Kantor Penjualan (KP) Jember." Jurnal Mahasiswa Manajemen 2, no. 01 (August 30, 2021): 69. http://dx.doi.org/10.30587/mahasiswamanajemen.v2i01.2751.
Full textAbstract:
Background - The company has provided occupational safety and health facilities to avoid work accidents, but employees still do not use the equipment that has been provided. This can affect the performance of employees in carrying out their work. Objective - This study aims to determine the partial effect of work safety (X1), occupational health (X2) and work environment (X3) towards employee performance (Y) of PT Sinar Sosro KP Jember. Design/Methodology/Approach - This research used a quantitative method approach. The population in this study were the employees of PT Sinar Sosro KP Jember and covered 32 employees as the number of samples. The data collection technique used was a questionnaire with data instrument tests (validity and reliability tests), classical assumption tests (multicollinearity test, normality test, and heteroscedasticity test), multiple linear analysis and hypothesis testing (t test and coefficient of determination) with the help of SPSS 21.0 for Windows software application. Findings - The results of this study indicate that, partially, the work safety variable (X1) has a significant effect on employee performance (Y) with significance value of 0.026. Partially, the occupational health variable (X2) has a significant effect on employee performance (Y) with significance value of 0.028. While the work environment variable (X3) partially has a significant effect on Employee Performance (Y) with significance value of 0.013. The adjusted R-squared value of 0.799. This indicates that 79% of variations in employee performance variable can be well explained by occupational safety, occupational health and work environment variables. The remaining value of 0.21 or 21% is influenced by other variables that are not examined in this study. Research implications - The results of this study are expected to be input and as additional information for the company in providing occupational safety and health facilities to the performance of employees at PT Sinar Sosro KP Jember. Research limitations - The limitations of this study are that it only uses three variables while there are many other factors that can affect employee performance, and the sample used is still small so it cannot be generalized to all companies.
19
Sieveking, Nicholas, William Bellet, and Ronald C. Marston. "Employees' Views of Their Work Experience in Private Hospitals." Health Services Management Research 6, no. 2 (May 1993): 129–38. http://dx.doi.org/10.1177/095148489300600207.
Full textAbstract:
Employees in 10 private for-profit hospitals responded to questionnaires regarding their work experiences, hospital facilities, and employer. Replicated results identified themes of employee opinions, including: Supervision, The Employer, Role Significance, Hospital Image, Competitiveness, Benefits, Cohesiveness, and Work Load. Only scores on the Role Significance scale differed between clinical and non-clinical respondents, with the former scoring higher. Survey methodology can be used to define an organization's culture from the employee's viewpoint. Their perception of this culture helps determine their behavior at work and their conveying the image of their facility in the community. The recent emphasis on quality improvement and ‘bottom-up’ management presents a particularly well-suited opportunity for the effective use of surveys. Quality improvement efforts involve employee groups which empower workers as active diagnosticians, internal consultants, and decision makers. Survey defined ‘action levers’ portray avenues along which such constructive efforts might be directed. Also, surveys identify themes through which management can evaluate organizational performance overall and department by department, building in means by which those responsible for units of the hospital can be accountable for achieving measurable results.
20
Muturu, Elizabeth Mumbi, and Dr Thomas Mose. "EFFECT OF WORK PLACE ENVIRONMENT ON EMPLOYEE RETENTION IN SELECTED SUPERMARKETS IN KENYA." Human Resource and Leadership Journal 4, no. 1 (May 21, 2019): 13. http://dx.doi.org/10.47941/hrlj.295.
Full textAbstract:
Purpose: The purpose of the study was to establish the effect of work place environment on employees’ retention in selected supermarkets in Kenya. The study specifically sought to determine the effects of job satisfaction, employee relations, employees occupational health and safety and working conditions on employees’ retention in selected supermarkets in Kenya.Methodology: The study will adopt a descriptive research design. The study was undertaken in three selected supermarkets in Kenya notably; Tuskys supermarkets; Naivas supermarkets and Choppies supermarkets. The target population comprised of a total of 1500 staff working in the three selected supermarkets in Kenya. These included; 640 staff at Tuskys supermarkets 560 staff at Naivas supermarkets and 300 staff at Choppies supermarkets. The study adopted a stratified random sampling technique to select 316 respondents as the sample size for the study. Questionnaires were used as the main data collection instruments and a pilot study was conducted to pretest questionnaires for reliability. Descriptive statistics and multiple regression analysis were used to analyze the gathered data and the results were presented on tables, figures and graphs.Results: The study findings indicated that, job satisfaction, employee relations, employees’ occupational health and safety and working conditions were the key effects of work place environment that affected employees’ retention in selected supermarkets in Kenya. The study concluded that, commitment, employees’ motivation and rewards are key aspects of employee job satisfaction which influences employee turnover rates in supermarkets. The study further concluded that job satisfaction the key factor that affects employee’s retention most in supermarkets, followed by occupational health and safety, then working conditions with and lastly employee relations.Contribution to policy and practice: The study recommended that to improve on the level of employee job satisfaction, the supermarket management should offer the employee with good remuneration packages, recognize and reward the high performing employees. The supermarket management should adopt effective employee relations strategy through application of effective communication channel, use of effective conflict resolution methods, encouraging team building activities and providing better working conditions. The supermarket management should implement effective work safety procedures, increase the level of compliance with health and safety policies, implement effective work hazards and risks control methods and implement safety measures to avoid employee exposure to illness and accidents. The finally recommended that the supermarkets management should provide employees with favorable hours of work, provide flexible work schedule, increase on the employee work life balance and provide good work facilities.
21
Onufrak, Stephen J., Kathleen B. Watson, Joel Kimmons, Liping Pan, Laura Kettel Khan, Seung Hee Lee-Kwan, and Sohyun Park. "Worksite Food and Physical Activity Environments and Wellness Supports Reported by Employed Adults in the United States, 2013." American Journal of Health Promotion 32, no. 1 (September 4, 2016): 96–105. http://dx.doi.org/10.1177/0890117116664709.
Full textAbstract:
Purpose: To examine the workplace food and physical activity (PA) environments and wellness culture reported by employed United States adults, overall and by employer size. Design: Cross-sectional study using web-based survey on wellness policies and environmental supports for healthy eating and PA. Setting: Worksites in the United States. Participants: A total of 2101 adults employed outside the home. Measures: Survey items were based on the Centers for Disease Control and Prevention Worksite Health ScoreCard and Checklist of Health Promotion Environments and included the availability and promotion of healthy food items, nutrition education, promotion of breast-feeding, availability of PA amenities and programs, facility discounts, time for PA, stairwell signage, health promotion programs, and health risk assessments. Analysis: Descriptive statistics were used to examine the prevalence of worksite environmental and facility supports by employer size (<100 or ≥100 employees). Chi-square tests were used to examine the differences by employer size. Results: Among employed respondents with workplace food or drink vending machines, approximately 35% indicated the availability of healthy items. Regarding PA, 30.9% of respondents reported that their employer provided opportunities to be physically active and 17.6% reported worksite exercise facilities. Wellness programs were reported by 53.2% working for large employers, compared to 18.1% for smaller employers. Conclusion: Employee reports suggested that workplace supports for healthy eating, PA, and wellness were limited and were less common among smaller employers.
22
Sri Hafidah, Kelana, and Farida Gustini. "Pengaruh Disiplin Kerja terhadap Kinerja Karyawan Rumah Sakit dalam Masa Pandemi Covid 19." Jurnal Health Sains 2, no. 8 (August 24, 2021): 1023–31. http://dx.doi.org/10.46799/jhs.v2i8.250.
Full textAbstract:
The Covid 19 pandemic has many impacts including in the health care environment and medical personnel. Lack of PPE, lack of good patient screening in health facilities, fatigue of medical personnel due to the growing number of COVID-19 patients and long working hours, as well as psychological distress. The purpose of this research was to determine the effect of work discipline on employee performance in X Hospital in pandemic covid 19. The kind of this research method was quantitative of cross-sectional study. The population of this study were all employees at X Hospital as many as 98 employees with a total population of 98. Data obtained from the respondent used questionnaire, then data analysis of this research used Kendall Tau test.The result showed that some respondents in X Hospital had enough worked discipline with sufficient performance. The correlation of Kendall Tau test showed that p=0.001 < α= 0.05 with the correlation 0.290 means that the correlation was weak category.The conclusion of this research that there was an effect of work discipline on employee performance in X Hospital. The advice given by researcher for X Hospital was to increase the responsibility to employees that employee’s practice that sustains of work discipline and improved the sanctions for employees who not arrive on time when the working begins.
23
Shoaf, Linda R. "Health awareness and life-style practices of employees in extended-care facilities." Journal of the American Dietetic Association 86, no. 12 (December 1986): 1693–97. http://dx.doi.org/10.1016/s0002-8223(21)04178-x.
Full text
24
Szrek, Helena, Vlad Gyster, Phil Darnowsky, and Ana Rita Farias. "Messaging, monetary incentives, and participation in wellness programs." International Journal of Workplace Health Management 12, no. 5 (September 26, 2019): 289–97. http://dx.doi.org/10.1108/ijwhm-11-2018-0148.
Full textAbstract:
Purpose Many companies in the USA have corporate wellness programs but are having trouble encouraging employees to take part in these programs. Even with monetary incentives, many employees do not join. The purpose of this paper is to consider whether timely reminders combined with monetary incentives improve participation in health benefit programs. Design/methodology/approach Employees of a large manufacturing company across multiple facilities were encouraged to enroll in a messaging service. Once a week, members received an SMS or e-mail reminder to complete a Health Risk Assessment (HRA) and Health Action Plan (HAP). The authors segmented employees based on prior year health insurance plan choice and HRA participation to analyze current HRA and HAP completion, with and without intervention. Findings The intervention increased completion rates 6 percent for subgroups that completed the HRA in the prior year and 34–37 percent for those that did not. Practical implications Corporate wellness programs should develop good communication channels with employees. The effectiveness of such programs will depend also on employee engagement. Originality/value With better communication, companies could raise participation in corporate wellness programmes and potentially reduce some of the monetary incentives that they currently offer.
25
Rosner, Robert, William Weis, and Timothy Lowenberg. "Workplace Smoking Restrictions That Wont Go Up In Smoke." Journal of Applied Business Research (JABR) 2, no. 3 (November 1, 2011): 102. http://dx.doi.org/10.19030/jabr.v2i3.6575.
Full textAbstract:
A rumble went through the Boeing Company in April 1984 when it announced a policy of progressive work-site smoking restrictions eventually culminating in a total ban on smoking in all Boeing facilities. With this announcement, the 83,000-employee aerospace giant became the largest U.S. employer to make a commitment to a smoke-free work place.Boeing is not alone in its decision to institute a no-smoking policy in its workplace. Many other employers are learning that smoke in the corporate environment has an impact far beyond the lungs of smoking employees. The motivation for policy development can come from four areas: legislation, litigation, cost containment, and workplace health and safety.
26
Muliani, Rizka, Ririn Noviyanti Putri, Heru Listiono, Sutriyati, and Nurrahmah Romadhona. "Factors Affecting Behavior for Preventing Covid-19 Infection When Working on Employees During A Pandemi at Puskesmas Balai Agung, Sekayu District in 2021." Science Midwifery 10, no. 4 (October 12, 2022): 3074–81. http://dx.doi.org/10.35335/midwifery.v10i4.598.
Full textAbstract:
COVID-19 is a disease caused by the Novel Coronavirus (2019-nCov) or SARS-CoV-2. The highest cases were recorded in Sekayu District, where there were 811 positive confirmed cases, 14 deaths and 711 recovered cases. For an addition of 12 positive confirmed cases. Cases of COVID-19 infection in Indonesia, including cases of health workers and non-health workers exposed to COVID-19 infection, continue to increase in health care facilities. From this data, researchers are interested in researching "Factors Influencing Behavioral Prevention of COVID-19 Infection While Working for Employees During a Pandemic at the Balai Agung Health Center, Sekayu District in 2021". This study is an analytic study using a cross sectional approach, which involves the independent variables (knowledge, attitudes, gender, availability of hygiene facilities and availability of PPE) and the dependent variable (COVID-19 infection prevention behavior) collected at the same time. The sample research in this study used a non-random sampling method with a total sampling technique of 91 respondents. There is a relationship between knowledge and availability of cleaning facilities with COVID-19 infection prevention behavior while working for employees during the pandemic at the Balai Agung Health Center, Sekayu Subdistrict in 2021. It is expected to improve the quality and quantity of facilities and infrastructure that can protect employees working in health care facilities from exposure to the COVID-19 virus and can determine programs and policies to improve the quality of preventing COVID-19 infection for employees at the Puskesmas.
27
Silviana, Silviana, Andy Hardianto, and Dadang Hermawan. "The implementation of anthropometric measurement in designing the ergonomics work furniture." EUREKA: Physics and Engineering, no. 3 (May 31, 2022): 20–27. http://dx.doi.org/10.21303/2461-4262.2022.001967.
Full textAbstract:
The productivity of an employee has a crucial role for the company. The higher the level of productivity, the higher the profit they can provide for the company. Ergonomic furniture is one of the supporting examples in increasing employee productivity. Designing ergonomic furniture is the effort taken by the company to boost the employee's productivity. The ergonomic furniture can provide comfort to the employee and minimize the occurrence of Musculoskeletal Disorders (MSDs). The provided coziness will increase the level of concentration so that the performance of the employee will be increased too. The existence of ergonomic furniture will offer benefits to the company. Therefore, companies are required to provide adequate facilities and infrastructure to support employee activities. One of the company's facilities is a table and chairs. Tables and chairs must be designed ergonomically, considering that both facilities will continually be used within 8 hours per day. This research aims to utilize anthropometric measurement as a design tool for ergonomic work furniture. The anthropometric measurement was conducted on 85 employees and used 11 body dimensions as a parameter. These body dimensions consist of a supine hand, sitting, forward pinch-grip reach, elbow height, shoulder width, pelvic width, buttock-knee length, knee height, shoulder height, sitting, length of elbow to toe, thigh clearance, and palm width. The 5th percentile was used for four dimensions in this research, while the rest used 95th. The results of this research are expected to minimize the possibility of various health problems caused by the un-ergonomic working furniture so that the employee's performance will be improved too
28
Maiya, Sahana. "A study on Labour Welfare Measures with a special reference to Manufacturing Sector in post COVID-19 Pandemic Era." ANVESHA-A Multidisciplinary E-Journal for all Researches 3, no. 1 (2022): 14–21. http://dx.doi.org/10.55183/amjr.2022.vo3.i.01.004.
Full textAbstract:
Labour welfare schemes provide workers a better working conditions with improved physical, mental health, safe working atmosphere, accommodations, medical care, schooling, recreational facilities for employee family. The welfare programs adopted by the organization and the working conditions plays a major role in engaging the employees to the work. In India, COVID pandemic has left the repercussions to all ages and economic status of the people. Even after a year, the employees are struggling to cope up with the after effects of pandemic, be it with physical, mental and professional. The present research aims to analyse the labour welfare schemes in the manufacturing sector. The study tries to collate the satisfaction level of the workforce especially operators with regard to the labour welfare facilities provided by the organization. The study intends to highlight the gaps that has created in the COVID-19 Pandemic situation with reference to the facilities under Labour welfare schemes.
29
Vidman, Åsa, and Annika Strömberg. "“Well it is for their sake we are here”: meaningful work tasks from care workers’ view." Working with Older People 22, no. 2 (June 11, 2018): 111–20. http://dx.doi.org/10.1108/wwop-09-2017-0024.
Full textAbstract:
Purpose Employees in elderly care have a high rate of sick leave. One explanation is that employees that experience a low level of meaning of work are at a higher risk for long-term sick leave. The paper aims to discuss these issues. Design/methodology/approach This qualitative interview study aims to examine what employees in residential care facilities experience as the meaningful aspects of their work tasks. Interviews with 14 persons employed in residential care facilities were conducted. Findings The findings show that meaningful work tasks are about organizing the work to make use of the creativity and knowledge of the staff in order to support relations with older people. Originality/value The knowledge about what constitutes a healthy work environment is not as comprehensive as it is about what constitutes health risks. Furthermore, these issues have been considered by only a few qualitative studies about social care in the field of sick leave. Therefore, this qualitative interview study examines what employees in residential care facilities experience as meaningful aspects of their work tasks.
30
Dwicahyaningtyas, Ratna, Riris Diana Rachmayanti, and Soedarwanto Soedarwanto. "Healthy Workplace through Increasing Healthy Lifestyle and Personal Health Skills in Sidoarjo, East Java, Indonesia." Indonesian Journal Of Occupational Safety and Health 10, no. 2 (July 30, 2021): 188. http://dx.doi.org/10.20473/ijosh.v10i2.2021.188-198.
Full textAbstract:
Introduction: Creating a healthy workplace is a form of workplace health promotion that enables workers to have control on their health, supports workers to work on their best and increases productivity. The major components of healthy workplace are healthy lifestyle and personal health skills. In an internationally qualified catering service company, workers have to work on a busy schedule. The purpose of this research is to describe the health promotion activities, specifically about healthy lifestyle and personal health skills at a catering service company. Methods: This research was a qualitative study, with a population of 488 workers, and a sample of 5 informants from Human Capital (HC) and Quality, Health, Safety, and Environment (QHSE) Department. Primary data were collected through interviews with employees as informants using an interview guide, and the observation was performed throughout the workplace based on a checklist instrument. Meanwhile, the secondary data were obtained from company’s documents. The data obtained were analyzed descriptively to portray the situation. Results: This company provides various programs and facilities to support employees to adopt healthy lifestyles and improve their health-related personal skills through mandatory and functional training programs that are integrated in the workplace, provision of healthy nutritious foods at the office canteen, a smoking area, physical activities, counseling, and maternity leave for female employees. Conclusion: Programs and facilities provided by the company are sufficient to help workers to carry out healthy lifestyles and work up on their skills to be conducive for their health, and improvement on the smoking area is needed to meet the existing regulation.Keywords: health promotion, lifestyle, personal health skills, workplace
31
Alman, Kisumbe Lazaro, and Mashala Lameck Yusuph. "Performance Appraisal Experiences and Its Implications on Human Resource Decisions in Decentralized Health Services in Shinyanga Region, Tanzania." Journal of Public Administration and Governance 10, no. 2 (May 25, 2020): 181. http://dx.doi.org/10.5296/jpag.v10i2.16870.
Full textAbstract:
The study investigated the Performance Appraisal Experiences and its Implications on Human Resource (HR) Decisions in the decentralized health service in Shinyanga Region, Tanzania. The region was selected because over different periods it revealed poor performance in health service delivery whose causes remained unfolded. An explanatory Survey research design with a mixed approach was employed, whereas the survey tool was used to collect data from 287 respondents. The findings revealed that even though the team performance is evaluated through the Quality Improvement Teams, the individual employee’s performance is ineffectively evaluated due to the ineffective use of the Open Performance, Review and Appraisal System (OPRAS). The ineffective use of OPRAS instrument is linked to several factors including the complexity of the instrument; inadequate availability of funds to implement the set targets; shortage of the human resources in the facilities making overwhelmed by the responsibilities; the OPRAS process being time-consuming and inadequate commitment on the use of the instrument. Thus, when the individual performance is ineffectively appraised, human resource decisions such as training and compensation for employees’ performance remain uninformed, hence affecting both their quality and human resource performance. It was thus, recommended inter alia, simplification of the OPRAS instrument and customization of it to suit the health sector settings, frequent provision of training on the application of OPRAS, and linking OPRAS results with the immediate rewards to enhance employees’ commitment to the instrument. Additionally, the establishment of the mechanism to enforce the use of OPRAS in assessing employees’ performance in health facilities and ensuring that the appraisal results are linked to the human resource decisions are of paramount importance for improving human resource decisions and for performance improvement in health facilities.
32
Shah, Freny, Joanna R. Sells, Jennifer Werthman, Corrine Abraham, Asma M. Ali, and Carol Callaway-Lane. "A Multi-Site Evaluation of A National Employee Wellness Initiative at the Department of Veterans Affairs." Global Advances in Health and Medicine 11 (January 2022): 216495612110538. http://dx.doi.org/10.1177/21649561211053805.
Full textAbstract:
Background The Department of Veterans Affairs (VA) seeks to transform its health care delivery from disease-centered, episodic care to a holistic and patient-centered model known as the Whole Health System (WHS) of care. Employee engagement and buy-in are crucial to this cultural transformation. The VA aspires to provide employees with opportunities to experience whole health in their personal and professional lives through a national Employee Whole Health (EWH) program. Although there are national recommendations, different local facilities may have unique strategies and challenges as they implement this program. Objective This study aimed to conduct a program evaluation of EWH at three different VA facilities across the United States in order to identify facilitators and barriers to the implementation of EWH. Methods The team used the RE-AIM framework to develop an interview guide to assess various domains of implementation. Quantitative data on whole health offerings at each site were gauged using a national employee education platform. Standardized employee-related metrics at each site were assessed using the annual, national VA employee survey. Results EWH has had variable implementation at the three sites. Sites noted main facilitators as employee interest as well as available skills and expertise for delivering complementary and integrative care to employees. Limited staffing for EWH and a lack of dedicated employee time were cited as barriers. The infrastructure to perform local program evaluations to demonstrate effectiveness and impact were missing. Conclusion Employee engagement in whole health activities has the potential to support the VA’s mission to transform its health care delivery model. Currently, the use of EWH and its potential impact are difficult to discern based on available information. Local sites need guidance to conduct program evaluations and find creative solutions to enhance employee participation. A robust measurement system to demonstrate effectiveness is paramount to ensure the success of this initiative.
33
Mobach, Mark P. "Workplace impact on employees: A Lifelines Corona Research Initiative on the return to work." PLOS ONE 18, no. 1 (January 5, 2023): e0279902. http://dx.doi.org/10.1371/journal.pone.0279902.
Full textAbstract:
A large proportion of the global workforce migrated home during the COVID-19 pandemic and subsequent lockdowns. It remains unclear what the exact differences between home workers and non-home workers were, especially during the pandemic when a return to work was imminent. How were building, workplace, and related facilities associated with workers’ perceptions and health? What are the lessons to be learned? Lifelines Corona Research Initiative was used to compare employees’ workplaces and related concerns, facilities, work quality, and health in a complete case analysis (N = 12,776) when return to work was imminent. Mann-Whitney U, logistic regression, and Wilcoxon matched-pairs were used for analyses. Notwithstanding small differences, the results show that home workers had less favourable scores for concerns about and facilities of on-site buildings and workplaces upon return to work, but better scores for work quality and health than non-home workers. However, additional analyses also suggest that building, workplace, and related facilities may have had the capacity to positively influence employees’ affective responses and work quality, but not always their health.
34
Maheswari, S., and P. Gnanasekaran. "A STUDY ON EFFECTIVES OF OCCUPATIONAL HEALTH AND SAFETY MANAGEMENT WITH EMPLOYEE IN BHEL COMPANY PVT LTD, TRICHY." YMER Digital 21, no. 04 (April 15, 2022): 262–72. http://dx.doi.org/10.37896/ymer21.04/23.
Full textAbstract:
This paper analyses the Effective of employees regarding the Occupational Health and Safety Management with Employee in BHEL Company Private Limited, Trichy. In this case of anticipation, recognition, evaluation and control of hazards arising from the workplace that could impair the wellbeing to Employees. It is against this background that the research project was carried out to find the effect of selected Occupational health and Safety management training on satisfaction of employees in BHEL Company Private Limited, Trichy. This study covers both primary and secondary data. The primary data were collected from the 100 sample respondents with the help of questionnaire. Secondary data were collected through various journals, magazines report and website. This study statistically tools used for t -test, ANOVA, Chi-square test. Research data have been collected from various available sources and systematically analyzed with suitable tools. This study finds out the Effective of employees regarding the Occupational Health and Safety Management of workplace on safe and healthful to the employees, Maintaining and Establishing on safe and healthful, Ensuring workers are trained or certified, as required, medical and first aid facilities, ensuring personal protective equipment is available, worker with health and safety information, supporting supervisors, knowledge regarding, policies adequate in the factory, administrators and supervisors are really concern about, employees following rules.The analysis clearly shows that the practice of occupational health and safety management practices leads to improved satisfaction among employees.
35
Sack, Coralynn, Niloufar Ghodsian, Karen Jansen, Brynne Silvey, and Christopher D. Simpson. "Allergic and Respiratory Symptoms in Employees of Indoor Cannabis Grow Facilities." Annals of Work Exposures and Health 64, no. 7 (May 27, 2020): 754–64. http://dx.doi.org/10.1093/annweh/wxaa050.
Full textAbstract:
Abstract Background While little is known about the occupational hazards associated with Cannabis cultivation, both historical research in the hemp industry and preliminary data from modern grow houses, suggest that Cannabis workers may be at increased risk of respiratory and allergic diseases. Objectives We sought to investigate the association between workplace exposures and health symptoms in an indoor Cannabis grow facility in Washington State, USA. Methods We performed a cross-sectional study with all consenting employees in an indoor Cannabis grow facility in Seattle, WA using a questionnaire. The questionnaire gathered data on respiratory, ocular, nasal, and dermal symptoms. A subset of employees with work-related symptoms underwent repeated cross-shift and cross-week measurement of spirometry, fractional exhaled nitrogen oxide (FeNO), and skin prick testing for Cannabis sensitization. Exposure to Cannabis dust was classified based on self-described tasks, expert opinion, and exposure monitoring of particulate matter. Multivariable logistic regression was undertaken to examine associations between exposure to Cannabis dust (classified as low, medium, and high) and health symptoms. Linear mixed effects models examined the relationship between cross-shift and cross-week changes in spirometry and FeNO. Results Ninety-seven percent (97%) of the employees (n = 31) surveyed were recreational cannabis users, with 81% (n = 25) smoking cannabis multiple times per day. Twenty-two (71%) employees reported one or more work-related symptoms: 65% respiratory, 39% ocular, 32% nasal, and 26% dermal symptoms. There was a trend toward increased likelihood of work-related symptoms with increasing exposure to Cannabis dust, although none of these results were statistically significant. Of the 10 employees with work-aggravated symptoms, 5 had borderline-high or high FeNO, 7 had abnormal spirometry, and 5 had evidence of Cannabis sensitization on skin prick testing. FeNO increased by 3.78 ppb (95% confidence interval 0.68–6.88 ppb) across the work-week and there was a trend toward cross-week and cross-shift reduced airflow. Conclusions We found a high prevalence of work-related allergic- and particularly respiratory symptoms in the employees of one indoor Cannabis grow facility in Washington State. A high proportion of employees with work-aggravated symptoms had findings consistent with probable work-related asthma based on high FeNO, airflow obstruction on spirometry, and Cannabis sensitization on skin prick testing. However, due to the high incidence of recreational cannabis use among these workers, the relative influence of occupational versus recreational exposure to Cannabis dust on the respiratory health and sensitization status of these workers could not be resolved in this study.
36
Sylvani, Sylvani, Ali Jufri, and Sari Laelatul Qodriah. "Pengaruh Kepemimpinan Transformasional Terhadap Kepuasan Kerja Karyawan Dimediasi Oleh Keadilan Organisasi Pada RSIA Cahaya Bunda Cirebon." Eqien: Jurnal Ekonomi dan Bisnis 7, no. 1 (February 29, 2020): 1–10. http://dx.doi.org/10.34308/eqien.v7i1.104.
Full textAbstract:
ABSTRACT
Health in the modern era is now an inseparable necessity from the development of healthy and smart Indonesian people. Hospitals as one of the health facilities that provide health services to the community have a very strategic role in accelerating the improvement of community health status. Therefore, hospitals are required to provide quality services in accordance with established standards and can reach all levels of society. For this reason, the need for synergy between leaders and employees. Employees still complain about the way leaders handle each employee's complaints, such as complaints of discrepancies between salaries and work performed, employees still feel discriminated in the sense of being discriminated according to social status, the length of the process of determining to become permanent employees, and so forth. From the factors mentioned above that the role of the leader in leading must be wise and fair both for the organization and employees in the organization.
This study aims to obtain empirical evidence of whether or not the influence of transformational leadership on job satisfaction is mediated by organizational justice. This study used a correlational quantitative method and the data processing was assisted with SPSS 22. The population of this study was all employees of RSIA Cahaya Bunda including permanent employees and contract employees while the study sample was only 127 permanent employees. Determination of samples using Slovin formula. The results of this study indicate that transformational leadership has a direct positive effect on job satisfaction, organizational justice has a positive effect on job satisfaction, transformational leadership has a positive effect on organizational justice and organizational justice is able to mediate the relationship between transformational leadership and job satisfaction.
Keywords: transformational leadership, job satisfaction, organizational justice, hospital.
37
Abid, Kanza, and Zafar Iqbal Shams. "Employees’ Exposure to Carbon Monoxide in Pakistan Steel Mills." International Journal of Environment 3, no. 4 (December 15, 2014): 44–56. http://dx.doi.org/10.3126/ije.v3i4.11730.
Full textAbstract:
Many processes in the iron and steel making industries emit carbon monoxide, which causes a variety of toxic effects on human health, such as fatigue, impaired memory, headache, and nausea. At elevated exposure, carbon monoxide poisoning may lead to loss of consciousness and death. Therefore, the current study has been carried out to investigate the occupational exposure of randomly selected fifty-eight employees of Pakistan Steel Mills to the carbon monoxide. The selected employees were from 10 different facilities of the Pakistan Steel Mills, who were working in two different shifts viz. nightshift and dayshift, each of twelve hours. Thirty employees from nightshift and twenty-eight employees from dayshift were monitored for their exposure to carbon monoxide. The instrument was logged to measure the employee’s exposure to carbon monoxide with 1-minute interval. The study reveals that the employees, working in the Raw Materials Production Plant during nightshift were exposed to the highest mean concentration of carbon monoxide while those working in Oxygen Plant during nightshift were exposed to the lowest mean concentration of carbon monoxide. According to study, the highest recorded exposure was found near Blast Furnace during dayshift. The employees’ exposure to 98th percentile concentration of carbon monoxide in different facilities of the steel mills has also been analyzed. The employees’ exposure to carbon monoxide during commuting from home to their workplace has also been investigated.DOI: http://dx.doi.org/10.3126/ije.v3i4.11730 International Journal of EnvironmentVolume-3, Issue-4, Sep-Nov 2014Page: 44-56
38
Perná, K., Z. Wittlingerová, and M. Zimová. "Fungal Contamination in the Working Environ-Ment of Waste Sorting Facilities: A Review." Scientia Agriculturae Bohemica 51, no. 4 (December 1, 2020): 107–14. http://dx.doi.org/10.2478/sab-2020-0013.
Full textAbstract:
Abstract In recent years, many studies have pointed to a relationship between the working activity in waste sorting facilities and the occurrence of health problems (respiratory, gastrointestinal, musculoskeletal, skin and eye irritations). Employees in these facilities are simultaneously exposed to many biological, chemical and physical factors. Due to the repeated detection of high concentrations of airborne fungi (reaching up to 1.8 x 106 CFU m–3) in the working environment involving potentially allergenic, infectious and toxigenic fungal species, it can be assumed that fungi may play an important role in the development of health problems. In terms of minimizing health risks, it is necessary to take several preventive and protective measures to reduce contamination of the working environment by biological agents. The basic recommendation is the consistent use of protective equipment as well as the observance of personal hygiene by the employees. Other necessary measures are the frequent air exchange inside the facility, educating the employees about health risks associated with waste sorting and establishment of regular medical check-ups.
39
Wendelboe, Aaron M., Catherine Avery, Bernardo Andrade, Joan Baumbach, and Michael G. Landen. "Importance of Employee Vaccination against Influenza in Preventing Cases in Long-Term Care Facilities." Infection Control & Hospital Epidemiology 32, no. 10 (October 2011): 990–97. http://dx.doi.org/10.1086/661916.
Full textAbstract:
Objective.Employees of long-term care facilities (LTCFs) who have contact with residents should be vaccinated against influenza annually to reduce influenza incidence among residents. This investigation estimated the magnitude of the benefit of this recommendation.Methods.The New Mexico Department of Health implemented active surveillance in all of its 75 LTCFs during influenza seasons 2006-2007 and 2007-2008. Information about the number of laboratory-confirmed cases of influenza and the proportion vaccinated of both residents and direct-care employees in each facility was collected monthly. LTCFs reporting at least 1 case of influenza (defined alternately by laboratory confirmation or symptoms of influenza-like illness [ILI]) among residents were compared with LTCFs reporting no cases of influenza. Regression modeling was used to obtain adjusted odds ratios (aORs) and 95% confidence intervals (CIs) for the association between employee vaccination coverage and the occurrence of influenza outbreaks. Covariates included vaccination coverage among residents, the staff-to-resident ratio, and the proportion of filled beds.Results.Seventeen influenza outbreaks were reported during this 2-year period of surveillance. Eleven of these were laboratory confirmed (n = 21 residents) and 6 were defined by ILI (n = 40 residents). Mean influenza vaccination coverage among direct-care employees was 51% in facilities reporting outbreaks and 60% in facilities not reporting outbreaks (P = .12). Increased vaccination coverage among direct-care employees was associated with fewer reported outbreaks of laboratory-confirmed influenza (aOR, 0.97 [95% CI, 0.95-0.99]) and ILI (aOR, 0.98 [95% CI, 0.96-1.00]).Conclusions.High vaccination coverage among direct-care employees helps to prevent influenza in LTCFs.
40
Loktionov, O. A., and O. E. Kondrateva. "Characteristics Determination for the Most Traumatic Professions of Industrial Power Facilities Employees in Terms of the Fatality." Occupational Safety in Industry, no. 5 (May 2022): 35–41. http://dx.doi.org/10.24000/0409-2961-2022-5-35-41.
Full textAbstract:
Electric power facilities traditionally demonstrate high rates of the fatal injuries. At the same time, the share of technical causes of injuries decreases annually. To reduce occupational injuries, the most promising measures are aimed at decreasing the influence of organizational and psychophysiological causes. Each of the potential causes of an injury can be described by the indicators that are uniquely associated with the work-related injuries and characterize the injured employee. The purpose of the study is to determine the characteristics of the employees in the most traumatic professions in the electric power industry who suffered as the result of injuries with fatality. Methodological approach is proposed related to the determination of the characteristic parameters of employees of the operating and maintenance personnel in the electric power industry. It consists of several stages. The first is the formation of the most common parameters, assignment to the group with an increased risk of industrial injuries. The second is the definition of a list of the most traumatic professions in the electric power industry. The third is the introduction of a procedure for multivariate cluster analysis of the input statistical data. The fourth is the calculation of the parameters of employees of the most traumatic professions in the electric power industry with distribution by cluster groups. Cluster groups are formed for professions: electrician, electrical fitter, foreman and wireman, which account for 80 % of the fatal injuries in the electric power industry. The relevant characteristics of the employees are determined: age, length of service, period after testing knowledge on the occupational safety, class of the working conditions. The proposed methodological approach can be used for any industry where the employee is exposed to the harmful and hazardous production factors. The methodology allows to develop and carry out measures for reducing the level of injuries.
41
Zimmerman, Richard Kent, Mary Patricia Nowalk, Chyongchiou J. Lin, Mahlon Raymund, Dwight E. Fox, Jay D. Harper, Mark D. Tanis, and Bayo C. Willis. "Factorial Design for Improving Influenza Vaccination Among Employees of a Large Health System." Infection Control & Hospital Epidemiology 30, no. 7 (July 2009): 691–97. http://dx.doi.org/10.1086/598343.
Full textAbstract:
Objective.As healthcare personnel (HCP) influenza vaccination becomes a quality indicator for healthcare facilities, effective inter¬ventions are needed. This study was designed to test a factorial design to improve HCP vaccination rates.Design.A before-after trial with education, publicity, and free and easily accessible influenza vaccines used a factorial design to determine the effect of mobile vaccination carts and incentives on vaccination rates of HCP, who were divided into groups on the basis of their level of patient contact (ie, business and/or administrative role, indirect patient contact, and direct patient contact).Setting.Eleven acute care facilities in a large health system.Participants.More than 26,000 nonphysician employees.Results.Influenza vaccination rates increased significantly in most facilities and increased system-wide from 32.4% to 39.6% (P < .001). In the baseline year, business unit employee vaccination rates were significantly higher than among HCP with patient contact; rates did not differ significantly across groups in the intervention year. In logistic regression that accounted for demographic characteristics, intervention year, and other factors, the use of incentives and/or mobile carts that provided access to vaccine at the work unit significantly increased the likelihood of vaccination among HCP with direct and indirect patient contact, compared with control sites.Conclusions.Interventions to improve vaccination rates are differentially effective among HCP with varying levels of patient contact. Mobile carts appear to remove access barriers, whereas incentives may motivate HCP to be vaccinated. Education and publicity may be sufficient for workers in business or administrative positions. Interventions tailored by worker type are likely to be most successful for improving HCP vaccination rates.
42
Bushmanov, A. Yu, O. A. Kasymova, A. S. Kretov, M. A. Soloreva, and E. A. Denisova. "Results of Psychophysiological Examinations of Personnel of Nuclear Facilities." MEDICAL RADIOLOGY AND RADIATION SAFETY 67, no. 6 (December 2022): 19–23. http://dx.doi.org/10.33266/1024-6177-2022-67-6-19-23.
Full textAbstract:
The relationship between the employee’s level of health and his professional reliability is currently obvious and does not require additional evidence. The implementation of measures aimed at reducing the risks of emergency situations caused by the human factor at nuclear energy facilities is an important element of the radiation protection system. In order to achieve the above-mentioned goals of the organization, in accordance with Federal Law № 170-FZ of 21.11.1995, the performance of certain types of work in the field of atomic energy use requires special permits from Rostechnadzor. A prerequisite for obtaining such a permit for a specialist is the absence of psychophysiological contraindications based on the results of a psychophysiological examination. This study analyzes the results of psychophysiological examinations of employees of nuclear energy facilities conducted by specialists of the State Research Center – A.I. Burnasyan Federal Medical Biophysical Center of Federal Medical Biological Agency in 2020 and 2021.
43
Ani Fadmawaty and Viyan Septiana Ahmad. "Participatory Leadership Styles Toward Employee Smoking Behavior In The Implementation Of Cigarette Areas In Inpositives Central Health Center In Tangerang City." Jurnal teknologi Kesehatan Borneo 1, no. 2 (December 31, 2020): 105–11. http://dx.doi.org/10.30602/jtkb.v1i2.26.
Full textAbstract:
. Implementing the No Smoking Area policy, especially in health facilities, is still not optimal to reduce the smoking behavior of employees. Currently, there are still health workers or employees who still smoke. The head of the public-health center has an important role in implementing the no-smoking area policy, so an appropriate leadership style is needed aim, to get an overview of the relationship between the participatory leadership style of the head of the Puskesmas inpatient care because of implementing Non-Smoking Areas to the smoking behavior of its employees in Tangerang. The design of this study was a cross-sectional approach, by looking at the relationship between employee perceptions of the role of public-health center inpatient care leaders in implementing No Smoking Area policy and smoking behavior of inpatient public health centers in Tangerang City. As a result, most of the heads of the public-health center have non a participatory leadership style in implementing the No Smoking Area policy (61.3%) most of the public-health center staff had no smoking behavior (76.3%) and there was no relationship between the participatory leadership style of the head of the public-health center in implementing No Smoking Area policy the smoking behavior of public-health center employees at p = 0.123. In conclusion, there is no relationship between the participatory leadership style of the head of the health center in implementing the No Smoking Area policy and the smoking behavior of the health center employees..
44
Lang, Yolanda C. "Animal Exposure Surveillance: A Model Program." AAOHN Journal 53, no. 9 (September 2005): 407–12. http://dx.doi.org/10.1177/216507990505300907.
Full textAbstract:
In 1996, the Institute of Laboratory Animal Resources published guidelines for a mandatory occupational health program for personnel who work in animal facilities. This article details the development and implementation of an animal exposure surveillance program (AESP) at a large educational research institution. Prior to initiation of an AESP, the occupational health practitioner must develop a database and health inventory to allow collection, storage, and communication of pertinent employee and animal information; review the health inventory with each employee; administer necessary vaccinations; and investigate any stated sensitivities. Educating employees about precautions to take when working with animals and the need to notify the occupational health nurse immediately after exposure is vital. Animal-related injuries and diseases, with protocols for evaluation and treatment, are discussed.
45
Septania, Sovi. "PERILAKU GRIT BERDASARKAN DEMOGRAFI KARYAWAN FOOD MANUFACTURING CONSUMER GOODS (FMCG) DI BANDAR LAMPUNG." ANFUSINA: Journal of Psychology 2, no. 1 (June 27, 2019): 1–18. http://dx.doi.org/10.24042/ajp.v2i1.4152.
Full textAbstract:
Achieving long-term goals is the main focus of every company as a manifestationof a firm sustainability. Employees as the backbone of the company need positive behavior and a strong desire to achieve this long-term goal. This positive character with long-term assurance is called grit. The current problem is the high level of turnover of company employees which is one indicator of the lack of attachment of employees in achieving the company's long-term goals. Grit is predicted to be able to support the achievement of the company's long-term goals and empirically able to reduce turnover rates. The purpose of this study is to test empirically whether there are significant differences in grit behavior based on employee demographics in one of FMCG company in Bandar Lampung. This study uses a mixed method with a scale for quantitative data and open questions for qualitative data. The total subjects involved in this study were 115 employees. Data were analyzed using SPSS 24.0 program. The results showed that there were no significant differences in employee grit behavior in terms of age, sex, work period and education. The results of qualitative data analysis through data transformation found several possible main factors in working, such as good teamwork, assurance of occupational safety and health, adequate work facilities, a fair recognition system, a work environment that facilitates self-development, communication and good relations subordinate supervisors and consistent application of company regulations.
46
Humaira, Faizah. "PENGARUH LINGKUNGAN KERJA, MOTIVASI KERJA DAN KOMUNIKASI TERHADAP KINERJA PEGAWAI DINAS KESEHATAN KABUPATEN BIREUEN." JURNAL KEBANGSAAN 11, no. 21 (January 7, 2022): 28–34. http://dx.doi.org/10.55178/jkb.v11i21.177.
Full textAbstract:
This study aims to examine, 1) the effect of the work environment on employee performance, 2) the influence of work motivation on employee performance, 3) the effect of communication on employee performance, and 4) the influence of the work environment, motivation and communication on the performance of the Bireuen District Health Office. The research method used in this study is the associative method with a quantitative approach, to 100 employees, with the collection technique using a closed questionnaire instrument. The analytical method used is a path analysis approach. The results of the study show that 1) there is a significant influence of the work environment aspect on its performance, amounting to 17.11 percent. 2) there is an influence of work motivation factors on the performance of employees of the Bireuen District Health Office, amounting to 31.07 percent. 3). There is an influence of communication factors on the performance of the employees of the Bireuen District Health Office, amounting to 12.21 percent. and 4). The effect of work environment, employee motivation and communication on employee performance is proven through the following path fit model: Y = 0.240 X1 + 0.415 X2 + 0.181 X3. With a coefficient of determination of 0.605, it explains that the contribution of work environment, motivation, and communication factors to performance is 60.50%. While the rest (residual value) of the role of variables that are not studied is 39.5%. The residual value shows that there are other factors that can affect the performance variables of the Bireuen District Health Office employees, such as compensation, organizational culture, work facilities, education and training, leadership, and others
47
Nguyen Duc, Huu. "THE DEMAND TO JOIN TRADE UNIONS OF EMPLOYEES IN PRIVATE HEALTH ENTERPRISES IN THE CONTEXT OF VIETNAM’S PARTICIPATION IN CPTPP, EVFTA." Revista de Investigaciones Universidad del Quindío 34, no. 1 (May 19, 2022): 108–17. http://dx.doi.org/10.33975/riuq.vol34n1.595.
Full textAbstract:
Objective: Describe the current situation and needs of workers in private health facilities and solutions. Method: Cross-sectional descriptive research, combined use of the method of dosing and dosing; desk study combined with a field study of 543 workers in private health facilities established and not yet established trade unions in Hanoi, Ho Chi Minh and Da Nang. Result: in 2019, private health facilities tended to increase by 14.5% compared to 2018, but only 0.65% of trade unions were established. Statistics of private health facilities have not been agreed upon between the Department of Health and the Confederation of Labor. Employees participating in trade union organizations benefit more than workers in organizations that have not participated in trade unions on social insurance, health insurance, accident insurance and toxic benefits and liability benefits. Of the interviewees 74.9% wanted workers’ representative organizations to better protect workers; 71.9% said they did not want an organization representing non-union workers in private health facilities and 22.7% did not know their position or views. Regarding the method of gathering trade union members, more than 70% of the candidates said that they must combine two methods from the bottom up and from the top down. Conclusion: the innovation of the method of gathering workers in private health facilities is an urgent requirement for trade unions at all levels.
48
Setyawati, Diah. "Analysis of Factors Related to Patient Loyalty During The Covid-19 Pandemic at The Ciasmara Health Center in 2021." Muhammadiyah International Public Health and Medicine Proceeding 1, no. 1 (November 1, 2021): 1021–30. http://dx.doi.org/10.53947/miphmp.v1i1.169.
Full textAbstract:
Since the Covid-19 pandemic occurred in March 2020 in Indonesia, many aspects of life have been affected, including health care facilities. This condition has changed people's lifestyles, community visits to health care facilities have decreased. Public interest in visiting public health service facilities has also decreased. One of the public health facilities that feel the impact is the Public Health Center. The purpose of this study was to determine the factors - factors associated with patient loyalty at the Public Health Center. This type of research is quantitative analytic with a cross-sectional approach, the types of statistical tests used are the Chi-square test and Logistic Regression test. The location of the research was at the Ciasmara Health Center, the time of the study was from January to July 2021. The number of samples was 120 respondents, the sampling technique was total sampling. The results of the univariate analysis showed that most of the respondents were not loyal to Public Health Center services, namely 51.7%. The results of the chi-square test showed that of the 7 independent variables studied, only 3 variables were significant on patient loyalty (p-value < 0.05), namely: attitude (0.021), service quality (0.034), and employee performance (0.024). While the variables of knowledge, economic level, distance from the house, and infrastructure are not significant because the p-value > 0.05. The results of the logistic regression test showed that the most dominant factor related to patient loyalty was employee performance. The quality of service and employee performance at the Public Health Center needs to be improved as long as it is through improving services and providing rewards and punishments for employees who perform well and poorly. Next, the patient's attitude needs to be improved through education and counseling carried out by the Public Health Center.
49
Luthfia, Luthfia, and Sukarna Sukarna. "Penerapan Kompensasi Dalam Meningkatkan Kinerja Karyawan Menurut Perspektif Ekonomi Islam: Studi pada BPRS HIK Insan Cita Artha Jaya Bogor." Economic Reviews Journal 2, no. 2 (October 11, 2022): 100–112. http://dx.doi.org/10.56709/mrj.v2i2.50.
Full textAbstract:
Compensation is all income in the form of money, direct and indirect goods received by employees as compensation for services provided to the company. Performance is defined as the ability of employees to perform certain skills, this compensation has a reciprocal relationship with employee performance. This study aims to determine how the compensation system run by BPRS HIK Insan Cita Artha Jaya is in accordance with Islamic economics. The research method used is descriptive qualitative, data collection techniques in this study are observation, interviews and documentation. This method describes, analyzes and draws conclusions from the data obtained in the field. The results of the study indicate that the compensation system refers to the principles of fairness, and feasibility. According to the Islamic economic perspective, the provision of compensation to BPRS HIK Insan Cita Artha Jaya is in accordance with Islamic economic principles and is in accordance with Law No. 13 of 2003 article 86 concerning employment which requires that "Employers must provide health and safety support facilities for workers. the work they do.
Keywords: Compensation, Performance, Islamic Economics
50
Wadi’ah, A. Siti, Fridawaty Rivai, Yahya Thamrin, Syahrir Pasinringi, Irwandy Kapalawi, and Masyita Masyita. "Relationship between Job Satisfaction and Turnover Intention of Nurses at Islamic Hospital Faisal Makassar." Journal Wetenskap Health 2, no. 1 (March 12, 2021): 43–49. http://dx.doi.org/10.48173/jwh.v2i1.73.
Full textAbstract:
The high turnover of employees in the hospital can have negative impact on the disruption of the process of health services provided to patients and in the end can lead to employee job satisfaction and the desire for employees to stay in an organization. This study aims to analyse the effect of job satisfaction including the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and work environment on the intention of nurse turnover at Faisal Islamic Hospital Makassar. This is a quantitative study using an analytic observational study with a cross sectional study design. The sample using total sampling were nurses who placed 127 respondents. Data analysis used chi-square test. The results showed the relationship between job satisfaction based on the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and the work environment on intention to leave. Therefore, the management is asked to motivate employees by providing bonuses, leave, official vehicles or other facilities that can be used as a reward tool for employees who have worked well and pay attention to employee satisfaction by seeing what employees expect.