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Presentation onJob satisfaction of non-managerial
employees of health care sectorIn Karachi
Muhammad younus Student MBA 13.DHealth care ManagementIndus University Karachi ([email protected])
Background of the study1-Study base on research of job satisfaction of non-managerial employees of health
Care who are working in different hospitals of Karachi
2-Study base on physical. Psychological and environmental factors
3- 200 sample of employee were selected for study purpose
Problem Identification,
How do physical, psychological & environmental factors impact on job satisfaction of non-
managerial employees?
Health is fundamental to 21st century healthcare and shares the same overall goals as the Public rest of the health care system - reducing premature death and minimizing the effects of disease, disability, and injury. After all, the main intent of public health is to promote a healthier population
Significance of the Study,
1.5 Front line providers:
Front line public health providers are public health staff who have post-secondary education and experience in the
field of public health. Front line providers have sufficient relevant experience to work independently, with minimal
supervision. Front line providers carry out the bulk of day-to-day tasks in the public health sector. They work directly
with clients, including individuals, families, groups and communities. Responsibilities may include information
collection and analysis, fieldwork, program planning, outreach activities, program and service delivery, and other
organizational tasks. Examples of front line providers are health provider nurses, OT and diagnostic technician,
public health dieticians, dental hygienists and health promoters helpers (ETC)
Organization of the Study,
The following report consist of five chapters; Introduction, Literature Review, Methodology, Data Presentation & AnalysisConclusion & Recommendations
Under Introduction,
it has given a detailed introduction to the scope of the health care and has identified the problem which will
be treated under the research. Also, it has studies and understood the significance of the study to health care
services by explaining its importance.
Under Literature Review,
It addresses the theoretical background behind the study and describes what are the factors affected the job satisfaction, outcomes of satisfaction and previous researches related to the job satisfaction
Under Methodology,
Data Presentation & Analysis, it describes the methodology used in analyzing job satisfaction,
research results presentation and analysis. Through this chapter anyone can get vast knowledge
about how psychological factors, physical factors and environmental factors influence to the job
satisfaction and dissatisfaction
Data analysis
part will be divided in to two sections. First part will deploy to analyze
and present general and demographic information. Second part will
deploy to analyze employee response with respect to each factor. It is
clarifies each factor’s relative importance and position among all
factors.
Psychological Factors
·Health and safety·Working responsibilities·Job Security·Promotion
Physical Factors
·Payments·Co-workers·Welfare services ·Use of skill & abilities
Environmental Factors
·Good working environment·Management style & culture
Job Satisfaction /
Conceptual Framework,
Independent Variables
Dependent Variable
Literature Review
Job Satisfaction
A Hawthorne study was the one of biggest study of job satisfaction. This study (1924 -1933) was conducted by the
Elton Mayo of the Harvard Business School to find out the effect of various conditions of worker’s productivity. These
studies ultimately showed that novel changes in work conditions temporarily increase productivity. It is called the
Hawthorne Effects. This finding provided strong evidence that people work for purposes other than pay, which paved
the way for researchers to investigate other factors in job satisfaction.
Maslow’s hierarchy of needs theory
Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This
theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs,
self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could
develop job satisfaction theories.
Dimensions of Job Satisfaction,
According to the Luthan 2002, there are three generally accepted dimensions of job satisfaction.
1. Job satisfaction is an emotional response to a job situation.
2. Job satisfaction is often determined by how well outcomes meet or exceed expectations. For example, if organizational
participants feel that they are working much harder than others in the same organization, but are receiving fewer rewards,
they will probably have a negative attitude towards the work.
3. Job satisfaction represent several attitudes, they are:
a. Payments
b. Promotion opportunities
c. Working conditions
d. Co-worker relationship
e. Supervision
f. The work nature)
This study covers a sample of 200 employees selected at randomly out of employees of the different hospitals
At Karachi . All employees selected randomly and all of them represented the different departments who sewing as
Staff Nurse .Operation theatre Technician Diagnostic technician (lab ray, MRI, CT scan and dialysis) . Reception
and Helpers As well as all of employees were non managerial level.
Data analysis part will be divided in to two sections. First part will deploy to analyze and present general and
demographic information. Second part will deploy to analyze employee response with respect to each factor. It is
clarifies each factor’s relative importance and position among all factors. .
Data Analysis & Data Presentation,
Questionnaire for job satisfaction of non-managerial employees
Of health care sector
5 .Are you satisfied over health and safety measures of
the organization?
(Quality of the equipments, awareness for preventing
accidents, level of health and sanitary facilities)
6 Are the work load and responsibilities allocated fair
and equally distributed?
(freedom given by the company to plan your job, Job
responsibilities, Salary and responsibilities)
7 What is your attitude towards the current job
security?
(Social factors, Other jobs, Job security)
8 Are you satisfied over the existing promotion
strategies?
(Performance evaluation, Opportunities for promotions)
9 Do you think the payments made are at satisfactory
level?
(Salary, Basic needs, Knowledge, skills & abilities,
Performance evaluation)
10 What is your attitude towards co- workers?
(relationships with co-workers, other department members
and supervisors)
11 Do you consider the current welfare service has
addressed your needs?
(Food provided by the company, Medical facilities.donation)
6 Do you agree to accept
organization style and culture?
(Management systems,
Organizational Factors include nature
and size, formal structure)
Designation Total Employees No. of Sample % from the Total
Staff nurse
600 100 50%
OT Technician 240 40 20%
Diagnostic tech 240 40 20%
Receptionists 20 05 2%
Helpers 100 15 7%
Total employee 1200 200
Sample Employee Allocation
In evaluating, each employee will be questioned through questionnaires
for their current job satisfaction level, those factors which have
influenced their job satisfaction currently, those factors which could
positively/ negatively affect the current satisfaction level potentially and
etc.
Psychological Factors
Employee Attitudes towards Health & Safety
Level No of Employees %
High 192 96%
Moderate 08 6%
Low 00 0%
Total 200 100%
According to the collected data, 192 employees had high attitudes towards health
and safety and they represented 96% of the total sample. There are 8 employees
who had moderate attitudes and represented 4% of the total sample. No
employees seem to have low attitude on health & safety of the organization.
Employee Attitudes towards the Working Responsibility
Table 4.8: Working responsibility data grid
Work responsibility denotes employee attitude towards work performed. According to summarized data, 168 employees had high level attitudes with work responsibility and they represent 84% of the total sample. There are 12 employees were moderate level and 20
employees were low level attitudes towards the working responsibility. They were represent 6% and 10% accordingly of the total samples
Level No of Employees %
High 168 84%
Moderate 12 6%
Low 20 10%
Total 200 100%
Employee Attitudes towards the Job Security
Job security data grid
Level No of Employees %
High 124 62%
Moderate 28 14%
Low 48 24%
Total 200 100%
According to collected data, 124 employees had high attitudes with the job security and they represented 62% of the total sample. 28 employees were moderate and it represents 14%of the total sample. Out of the sample, 48 employees had low attitude with job security and they represented 24% of the total sample
Employee Attitudes toward the Promotion
Promotion data grid
Level No of Employees %
High 120 60%
Moderate 24 12%
Low 56 28%
Total 200 100%
According to collected data,120 employees had high attitudes towards promotions
and they represented 60% of the total sample. There are 24 moderate employee
attitudes about promotion sand where they represent 12% of the sample. 56
employees had low attitudes about promotions and representing 28% of the total
sample.
Physical Factors4.4.1 Employee Attitudes towards the Payments
Level No of Employees %
High 140 70%
Moderate 16 8%
Low 44 22%
Total 200 100%
This component indicates employee attitude towards the payments scheme.
According to collected data, 140 employees had high attitudes and they represent
70% of the total sample. Out of the sample, 16 employees were moderate and
representing 8% of the sample.44 employees had low attitudes and they represent
22% of the total sample.
Employee Attitudes toward the Co-workers
Level No of Employees %
High 188 94%
Moderate 04 2%
Low 08 4%
Total 200 100%
According to collected data, 188 employees had high attitudes towards their co-
workers and they represented 94% of the total sample. There is 04 moderate
employee and who represents 2% of the total sample. In the third category, 08
employees had low attitudes were they represent 4% of the total sample.
Employee Attitudes towards the Welfare Service
Level No of Employees %
High 144 72%
Moderate 24 12%
Low 32 16%
Total 200 100%
This component indicate that employee attitudes towards the welfare service provided by the company. According to the collected data 144 employees were high attitudes and they represent -72% of the total sample. Out of the sample 24 employees were moderate attitudes and they represents 12% of the sample. 32 employees were low attitudes and they represent 16% of the total sample
Employee Attitudes towards Using Employee Skills and Abilities
Level No of Employees %
High 132 66%
Moderate 24 12%
Low 44 22%
Total 200 100%
According to collected data,132 employees had high attitudes towards using employee skills and abilities where they represent 66% of the total sample. 24 employees were moderate and represent 12% of the total sample. Out of the sample,44 employees had low attitudes and they represent 22% of the total sample
Environmental Factors
Employee Attitudes towards the good working environment
Level No of Employees %
High 168 84%
Moderate 16 8%
Low 16 8%
Total 200 100%
This component represents those employee attitudes towards good
working environment. In that situation,168 employees had high attitudes
and represent 84% of the total sample. Out of the sample, 16 employees
were moderate and other 16 employees had low attitudes where each
represents 16% of the total sample.
Employee Attitudes towards the Organizational Style and Culture
Level No of Employees %
High 168 84%
Moderate 08 4%
Low 24 12%
Total 200 100%
According to collected data,168 employees had high level attitudes and represent
84% of the total sample. 08 employees moderate and they represent 4%. Out of
the sample, 24 employees had low attitudes about the organizational style and
culture and they represent 12% of the sample
Recommendations,
The findings of this study indicate that psychological, physical, and environmental factors are affected to the job satisfaction of non-managerial level employees of health sector in Karachi. But those factors are not strongly affected to their job satisfaction. Because, according to the each factors value of correlation coefficient is weak. Finally Researcher can say, sometimes those factors are affected to the job satisfaction of non- managerial level employees. But some other factors may be affected to their job satisfaction
- Management should pay their attention on providing satisfying salary for employee contribution.
- Yearly increment and bonus should be according employees performance and experience
- Also they should be concerned about providing additional benefits (especially financial benefits bonus pension) should
pay attention on providing employee welfare services, health and safety, job security, working responsibilities and good
working environment for worker level employees.
- Management should give more opportunities for promotion and develop their skills and abilities of non- managerial level
employees.
- Proper system of yearly leave like E/L,C/L and sick leave should be in every organization
Recommendations continue,
- Employees are interested in having friendly environment. Therefore management must get more acquainted with this
employees and make employees see them as a leader, not as a boss.
- Since employees are interested in having good cooperation with colleagues, management should make sure to have a
working environment where good cooperation and mutual respect exist.
- Therefore management should maintain proper grievance handling procedure in the company to support to solve their
problems.
- Promotions and seniority should be on experience and service basis of same organization
THANK YOU
