scholarly journals Development of a Scale That Measures Job Satisfaction in Public Health Nurses Employed in the Public Sector

2021 ◽  
Vol 69 (5) ◽  
pp. 464-477
Author(s):  
Kimiko TAMAI ◽  
Akiko HOSHINO ◽  
Saori YOSHIOKA ◽  
Toshiki KATSURA
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Public Sector ◽  
Public Health Nurses ◽  
The Public

Motivasi dan kepuasan kerja pegawai puskesmas BLUD dan non-BLUD Kabupaten Semarang

2018 ◽  
Vol 2 (3) ◽  
pp. 111
Author(s):  
Aswindar Adhi Gumilang ◽  
Tri Pitara Mahanggoro ◽  
Qurrotul Aini
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Financial Management ◽  
Work Motivation ◽  
P Value ◽  
The Public ◽  
The Status ◽  
The Difference ◽  
Demand For Health ◽  
Public Demand

The public demand for health service professionalism and transparent financial management made some Puskesmas in Semarang regency changed the status of public health center to BLUD. The implementation of Puskesmas BLUD and non-BLUD requires resources that it can work well in order to meet the expectations of the community. The aim of this study is to know the difference of work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD. Method of this research is a comparative descriptive with a quantitative approach. The object of this research are work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD Semarang regency. This Research showed that Sig value. (P-value) work motivation variable was 0.019 smaller than α value (0.05). It showed that there was a difference of work motivation of employees in Puskemas BLUD and non-BLUD. Sig value (P-value) variable of job satisfaction was 0.020 smaller than α value (0.05). It showed that there was a difference of job satisfaction of BLUD and non-BLUD. The average of non-BLUD employees motivation were 76.59 smaller than the average of BLUD employees were 78.25. The average of job satisfaction of BLUD employees were 129.20 bigger than the average of non-BLUD employee were 124.26. Job satisfaction of employees in Puskesmas BLUD was higher than non-BLUD employees.

scholarly journals Sustainable public health partnerships: Results from 41 European, Asian and American regions

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
J Ese ◽  
C Ihlebak
Keyword(s):  
Public Health ◽  
Public Sector ◽  
Social Contexts ◽  
Research Literature ◽  
Person Fit ◽  
Time Data ◽  
Incentive Schemes ◽  
The Public ◽  
Health Partnerships ◽  
Group Interviews

Abstract Background Public health problems often constitute so called “wicked problems”, and the importance of involving multiple stakeholders in order to address such problems is acknowledged, for instance through the SDG17 guidelines. Partnerships between academia and the public sector have been deemed especially promising. However, sustainable partnerships might be difficult due to divergent understandings and interests. Although there is a substantial research literature on academic-public partnerships in general, partnerships addressing public health specifically are less investigated. The aim of the project was therefore to identify enablers for sustainable public health partnerships between academia and the public sector. Methods A mixed methods design was used. A survey regarding partnerships was sent to 41 European, Asian and American regions, with a response rate of 72 %. Based on survey data, an interview guide was developed and four best cases (Canada, Bulgaria, the Netherlands and Norway) were identified. Site visits and group interviews with representatives from stakeholders of the partnerships were conducted. Interview data and answers to open ended questions from questionnaires were analysed. Results Three main findings became apparent through the analysis. Important enablers were: 1) person-to-person fit between individuals, 2) national incentive schemes for collaboration, and 3) formal partnership agreements that provided a framework that allowed for manoeuvring. The enablers identified are on a macro, miso and micro level. Furthermore, they can be categorised as political, organisational, and social. Conclusions The data support the notion that partnerships are complex social structures that need to be initiated and managed on different levels and with different measures. At the same time, data demonstrate that across different geographical, political, and social contexts the same enablers are reappearing as important for sustaining public health partnerships. Key messages Similar enablers for sustaining public health partnerships are found across geographical, political, and social contexts. Important enablers for partnerships are person-to-person fit, national incentive schemes, and formal agreements.

Job satisfaction among public health nurses: a national survey

2012 ◽  
Vol 22 (5) ◽  
pp. 653-663 ◽  
Author(s):  
Elizabeth A. Curtis ◽  
Michele Glacken
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
National Survey ◽  
Public Health Nurses

scholarly journals A Study of the Factors Determining Motivational Level of Employees Working in Public Sector of Bahawalpur (Punjab, Pakistan)

2014 ◽  
Vol 4 (3) ◽  
pp. 19 ◽  
Author(s):  
Atif Rafique ◽  
Muhammad Sadam Bin Tayyab ◽  
Muhammad Kamran ◽  
Nawab M. Ahmed
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Knowledge Transfer ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Training Effectiveness ◽  
Significant Positive Relationship ◽  
The Public ◽  
Level Of Significance

This study empirically examines the relationship between rewards, job satisfaction, Perceived training effectiveness, knowledge transfer and organizational commitment and employee’s motivation in the Public sector of Bahawalpur (Punjab, Pakistan).Our sample was public sector data was collected by using self-designed questionnaires. The sample size was 170 so 170 questionnaires were distributed and only 149 received. Analysis was done with the help of correlation coefficient and multiple regression analysis. Between (0.01 to 0.05) level of significance was checked. The result concludes that there is a significant positive relationship between intrinsic rewards and the employee’s motivation and also there is significant positive relationship between extrinsic reward and employee’s motivation. Job Satisfaction also has significant positive relationship with employee’s motivation. But on the other hand PTE (Perceived Training Effectiveness) have insignificant and negative relationship with Employee’s motivation. Employee’s motivation has significant positive relationship with knowledge transfer and also with Organizational Commitment. 

MPA Graduates and the Dilemma of Job Satisfaction: Does Crossing the Sector Line Make a Difference

1991 ◽  
Vol 20 (4) ◽  
pp. 449-455 ◽  
Author(s):  
Barrie E. Blunt ◽  
Kris Anne Spring
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Work Satisfaction ◽  
Federal State ◽  
Non Profit ◽  
The Public ◽  
Public Sector Employment ◽  
State Regional

This study examines levels of job satisfaction for MPA graduates employed in the public, private, and non-profit sectors. Findings are based on a survey and indicate that MPA graduates derive greater satisfaction with pay and promotion opportunities in the private sector than in the public or non-profit sectors. No significant differences were noted between the sectors with regard to work satisfaction or satisfaction with supervisor or co-workers. Further, no differences in levels of satisfaction were noted between four categories of public sector employment; federal, state, regional, or local.

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